Have you ever dreamed of stepping away from your routine to explore the world? While resigning might feel like the only option, sabbatical leave empowers employees to take extended time off for personal projects like global travel—without forfeiting your job. As experts in employment law, we break down everything you need to know about this valuable right.
Sabbatical leave suspends your employment contract for a defined period, allowing you to focus on a personal endeavor.
The length is often set by collective agreements, company policies, or branch conventions. Without such provisions, it ranges from a minimum of 6 months to a maximum of 11 months—ideal for long-haul travel adventures. Specific company agreements may outline different terms.
Your contract remains suspended, not terminated: you don't work or receive pay (unless sector-specific provisions apply), but you retain key employee rights, such as benefits for illness or maternity. You can also defer paid leave from prior years to use or cash out during your break.
At the end, you return to your original role or a similar position with unchanged pay. Early return requires employer approval.
Private-sector employees qualify if they meet these criteria: at least 36 months of seniority (consecutive or not) with the employer on the start date; 6 years of private-sector professional experience; and no prior sabbatical, 6-month professional transition leave, or business creation leave in the past 6 years. Company agreements may adjust seniority rules.
Public-sector employees on permanent contracts have a comparable option: leave for personal reasons, with similar conditions.
Notify your employer at least 3 months before your desired start date via any means (registered mail or email recommended). Specify the start date and duration.
The employer has 30 days to respond; silence grants approval by default.
Employers aren't obligated to approve but can refuse or postpone under certain conditions.
In companies under 300 employees, postponement is allowed up to 9 months if multiple leaves overlap. For larger firms (over 300), it's up to 6 months.
Refusal is valid if you don't meet eligibility or if it disrupts operations (after consulting the social and economic committee, or CSE). Challenge refusals at the industrial tribunal within 15 days.
