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New data has revealed that an increasing number of Aussie workers are keen to experience the benefits that a break in career can offer.
More Australian workers prefer the benefits that a career break can bring to both their professional and personal lives, as more than half (55 per cent) are inclined to take the said break than before the pandemic. Despite this inclination, few believe that their employers can, in fact, offer them this desired break.
This lack of confidence is listed in the data, as about one-third (30 per cent) reported that guidelines around this subject have not been established by their employer.
“We’re seeing a significant shift in attitudes towards career breaks,” said Nicole Gorton, director at Robert Half.
“The events that have unfolded in the last few years have prompted many individuals to re-evaluate their priorities and consider taking time off for personal growth, mental health or family commitments.”
Robert Half listed the key reasons as to why more Aussie workers are feeling inclined to take a career break:
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To focus on mental health, 59 per cent.
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To spend quality time with family, 50 per cent.
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To undertake personal development, such as travel or passion projects, 46 per cent.
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To re-evaluate career plans, 30 per cent.
Although there clearly is an eagerness to explore the opportunities of a career break (55 per cent), the research displayed that another 26 per cent of workers are less willing now than they were pre-pandemic, fearing the impact it may have on their career aspirations and remuneration potential.
Of those who were less willing to take the career break, these were the key concerns:
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Hold concerns about finances, 63 per cent
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Hold concerns about job security, 50 per cent.
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Hold concerns about career advancement, 30 per cent.
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Want to keep skills current, 29 per cent.
“While some individuals are more hesitant about career breaks due to financial worries or concerns about job security or falling behind in their careers, others see it as a valuable opportunity to recharge and return to the workforce with renewed energy and focus,” said Gorton.
As previously mentioned, another concern was the fact that little to no guidelines were in place to deal with the subject of taking a career break. The data reinforces this as only 39 per cent of workers are aware their employer has a policy or guidelines in place to accommodate workers who request a career break.
Workers agreed on some strategies their employers could consider when approaching the subject of career break:
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Forty-four per cent of workers think employers should offer flexibility when employees return to work, such as the date of return, the hours worked on recommencement and the ability to phase back into full-time work.
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Thirty-nine per cent of workers want the conversation around career breaks to be normalised and career-break planning to be encouraged.
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Thirty-eight per cent of workers want employers to establish a formal policy that explains the specifics of a career break available to staff.
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Thirty-seven per cent of workers want employers to emphasise the mental health resources available to employees and to destigmatise the fact that career breaks can be a method to prevent burnout.
“Many employers are becoming more understanding and accepting of career breaks as they recognise the benefits it brings to their workforce like employee satisfaction, productivity and staff loyalty when they return. Creating supportive policies that encourage employees to take time off without fear of jeopardising their careers is an efficient long-term retention tool,” said Gorton.
“Honesty and clarity in communication relating to career breaks is crucial. If career breaks are not an option, an employer can provide alternatives, such as offering sabbaticals, unpaid leave or reduced work schedules to accommodate employees’ diverse needs and preferences.”
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
