According to data from Girlboss, a 2023 survey conducted in the U.S. found that 65% of employees who participated had experienced burnout at some point in their lives. Mental health experts recommend various ways to address it, with vacations topping their list. However, instead of just taking a few weeks off, experts now suggest something more substantial: taking an entire year off from work, which resembles a mini-retirement.
Of course, to do this, individuals must plan their finances so they can live without income from work for such a long period. Additionally, an agreement with their employer is needed so they can, if they wish, return to their job after their extended break.
According to the esteemed Harvard Business Review, there are three types of breaks after burnout. The first involves leaving work to pursue a personal project, like writing a book or volunteering for an organization, achieving a balance between work and rest that suits them. The second type includes long-term travel, preferably to “challenging” destinations. The third type is for people suffering from severe burnout who primarily want to rest physically, sleep, and gradually return to more intense activities.
Whichever type of rest one chooses, what should they do to secure the funds needed to live without work for such a period?
Obviously, preparation and discipline are needed to save enough to support the lifestyle chosen during the gap year. According to Tori Dunlap, founder of an online platform that offers advice to younger women, it’s crucial to have savings set aside to completely break free from the mindset of dependency on one’s regular job. It’s better to tighten your budget for a little longer to ensure you can live during the months you’re on leave without worrying about your livelihood.
As for convincing your employer, there are solutions, even though the option of a gap year isn’t available in all countries.
HR experts suggest that employers should be informed about the benefits of such a break, especially in terms of productivity. It would be helpful for the employee to have identified who will replace them and even offer to train their replacement. If taking a full year off is not feasible, the employee could request a shorter leave.
Of course, there’s always the issue of a gap in the resume. Many employees hesitate to request such leave, fearing that the gap will look bad to future employers. The best strategy in this case is for the employee to openly acknowledge that they took this leave, as it’s essential to know one’s limits.
Ideally, we wouldn’t reach the point of burnout before seeking such leave, but if it does happen, we must find the best solution for our mental and physical health.
