How to Talk to Your Leader About Taking a Sabbatical

For many leaders, the idea of taking a sabbatical feels like a luxury, something reserved for tenured professors or high-level executives. But in reality, sabbaticals are a strategic rhythm for long-term flourishing and good work. If you’re feeling exhausted, stretched thin, or even on the brink of burnout, a sabbatical might not just be beneficial, it might a good move before continuing on. 

The challenge? Many workplaces, ministries, and churches don’t have a formal sabbatical policy. It often has to be brought up/advocated for by the leader. If that’s your reality, you may need to make the case for your own sabbatical, not as a vacation or an escape from responsibility, but as an investment in your leadership, your organization, and the people you serve. 

Here’s how to communicate with your leader, board, or pastor about taking a sabbatical, especially if it’s not part of your organization's culture yet.

Why a Sabbatical Is a Strategic Priority

Sabbaticals aren’t about escaping responsibility; they’re about ensuring you can sustain your calling over the long haul. 

You’ve felt the toll leadership can take. You’ve likely had moments when the outside looked fine—but the inside felt off. Quietly depleted.

Without intentional rhythms of rest, leaders burn out, teams suffer, and organizations lose effectiveness. Sabbaticals are a win for both the long-term health of leaders and for their teams.

If your leader or board is hesitant, help them see how a sabbatical benefits not just you, but the organization as a whole:

• Healthier leaders lead healthier teams. Your refreshment/soul work will create ripple effects throughout the organization.
• Fresh perspective leads to better decisions. Time away allows space for new ideas and innovation.
• Developing others creates a stronger organization. A sabbatical gives others a chance to step up, grow, and lead.

Let's get into the details.

How to Make the Case for Your Sabbatical

1. Start with the Vision

Begin by framing your request in terms of what it will accomplish. Instead of “I need time off,” try:

“I want to be intentional about sustaining my leadership and ensuring I can serve our team with energy and wisdom for the long term. I believe a sabbatical will allow me to return with fresh vision, renewed passion, and greater capacity to lead well."

2. Show the Strategic Benefits

Highlight the organizational benefits of your sabbatical, such as:

• Increased longevity and resilience in leadership
• Greater effectiveness upon return
• Strengthening of the team through delegation and shared leadership

Cite research or examples from other organizations that have successfully implemented sabbaticals.

If you’re in ministry, point to biblical rhythms of rest and renewal (Exodus 23:12, Mark 6:31). God's introduction of rest in rhythms to his people (weekly sabbaths, seasonal festivals, the sabbath year) were key parts of his design for flourishing. 

3. Be Proactive to Find Cover for Needs

Leaders worry about disruption, so help them see how things could run smoothly in your absence.

• Who will cover your responsibilities? Identify key team members who can take on certain roles.
• How will work continue? Outline a transition plan.
• How long will your sabbatical be? Common lengths are four to twelve weeks, but even a well-planned mini-sabbatical (2–4 weeks) can be powerful.

4. Share Your Intentions with Your Sabbatical

Let them know you're not just looking for vacation time, but that this is about soul care. You don't need to explain everything or have it all mapped out, but these focuses could be key parts to share:

• I want to focus on practices that will help me connect with God and reflect.
• I want my soul to be healthy, so I can give from overflow
  
• I want to invest in my family and relationships.

If you aren't sure how to make those investments, consider finding the guidance you need. Some employers may want to help your time be as helpful as possible. Soul Care's sabbatical guidance may be a helpful resource to discuss as an investment in helping your sabbatical be a truly restorative time away. 

What If Sabbaticals Aren’t Part of Your Culture?

If your organization doesn’t have a sabbatical policy, you can still advocate for intentional rhythms of rest. Here’s how:

1. Use language that resonates. Some organizations resist the word “sabbatical” but may be open to “extended leave” or a “strategic renewal period.”
2. Model sustainable leadership. Take regular retreat days, practice Sabbath, and lead in a way that normalizes rest.
3. Educate and inspire. Share examples of leaders who have taken sabbaticals and returned stronger. Discuss with others the effects of burnout. 
4. Propose a trial run. Ask for a one-time sabbatical as a test case. If it goes well, it may open doors for others.
   

A recent blog, When Sabbatical Isn’t in the Handbook, shares the personal story of  leaders in this exact situation. After ten years in ministry, they sensed God calling them into extended rest, but sabbaticals weren’t part of the culture where they served.

Taking the Next Step

Healthy, wise leaders recognize that sustainable leadership requires intentional rest.

If you feel the need for a sabbatical, trust that prompting. Start the conversation, make your case, and take a step toward long-term flourishing, for yourself and those you lead.