LANCASHIRE, UK. March 17th, 2026 – A growing number of senior managers and executives are choosing to step away from their working lives and embrace purposeful time out, according to Walmsley Wilkinson Executive and Management Recruitment.
A Harvard Business Review survey found that more than 30% of senior leaders are planning a sabbatical within the next five years, driven largely by wellbeing and work-life balance priorities. Meanwhile, LinkedIn’s 2025 Workforce Confidence Index reports a 40% increase in searches related to sabbaticals and career breaks over the past three years.
“Taking time out shouldn’t be seen as a career collapse; it can be a reset, a reinvigoration and an opportunity to grow both personally and professionally,” said Taryn Wilkinson, Director at Walmsley Wilkinson.
“We’re seeing a real shift where executives are embracing sabbaticals as intentional, strategic and enriching rather than merely reactive.”
Walmsley Wilkinson reports that key drivers behind executive sabbaticals include pursuing personal ambitions such as travel or homebuilding, decompressing after business sales or intensive leadership roles, taking proactive steps to restore energy and engagement and gaining clarity on values and future career direction.
“Sabbaticals can be transformative, but they’re often most effective when they’re intentional,” Wilkinson added. “Having a framework for your return ensures you come back with momentum and confidence.”
Despite their benefits, re-entering the workforce can present challenges. Many executives report uncertainty around positioning themselves after extended time away, even when the break has been positive.
To support a successful transition back to work, Walmsley Wilkinson recommends defining clear post-sabbatical goals before stepping away, maintaining light professional engagement during time out, refreshing CVs and LinkedIn profiles ahead of re-entry, and engaging with a recruiter early to map market opportunities.
The firm also notes that organisations have a role to play in normalising career breaks. Companies that actively support sabbaticals can strengthen their employer brand, attract top talent and demonstrate a commitment to employee wellbeing.
“The most effective employers recognise that career breaks, when approached strategically, are not a liability – they’re an asset,” said Taryn Wilkinson.
Walmsley Wilkinson concludes that sabbaticals are increasingly viewed not simply as time away, but as a catalyst for reflection, innovation and renewed purpose. With thoughtful planning, senior leaders can return to the workplace with greater clarity and enhanced value.
Whether driven by long-planned sabbaticals, post-business exits, redundancy packages or burnout, senior leaders are redefining what it means to be “between roles.” Increasingly, these periods are being used for meaningful pursuits such as global travel, building a dream home, angel investing, volunteering or spending time with family.
ENDS