1 in 2 workers are now more willing to take a career break than they were pre-Covid

50% of Kiwi workers are more willing to take a career break now than they were before the Covid-19 pandemic
61% would use a career break to spend quality time with family and 55% would prioritise their mental health
The concerns that make workers less willing to take a career break are financial (72%) and around job security (46%)
Only 38% of employees are aware of their employer’s guidelines for taking a career break

Auckland, 22 November 2024 – An increasing number of Kiwi workers are keen to experience the benefits that a career break¹ will bring to their professional and personal lives as half (50%) of New Zealand employees say they are now more willing to take a career break than they were five years ago, new independent research by specialised recruiter Robert Half reveals.

However, workers are not confident about the support that their employer can offer them to take a career break, with about three in 10 (29%) reporting guidelines have not been established by their employer.

A break not on the cards for all

While 50% of workers are more willing to take a career break, the research outlines another 29% of workers are less willing to take one now than they were before the Covid-19 pandemic because of the effect it may have on their careers and earning potential. The remaining 21% of workers have had no change in willingness for a career break.

“Workers are increasingly embracing the idea of taking a career break,” says Megan Alexander, Managing Director at Robert Half. “Recent years have sparked a widespread reassessment of priorities, with many seeking time off for personal growth, mental well-being, or family.”

The reasons behind workers’ willingness to take a career break

When asked why they wanted a career break, those workers who are more willing now than five years ago want the time to focus on themselves and their families:

To spend quality time with family 61%

To focus on mental health 55%

To undertake personal development, such as travel or passion projects 51%

To reevaluate career plans 32%

When those workers who are less willing to take a career break were asked for their reasons, they commonly revealed concerns about what a break would mean for their current and future prospects:

Hold concerns about finances 72%

Hold concerns about job security 46%

Hold concerns about career advancement 35%

Want to keep skills current 35%

“Although financial concerns and career anxieties hold some back from taking a career break, others view it as a chance to recharge and return to work with greater focus and enthusiasm,” Alexander says.

The support employers can provide to workers taking a career break

The research reveals only 38% of workers are aware their employer has a policy or guidelines in place to accommodate workers who request a career break. Almost three in ten (29%) workers report guidelines have not been established by their employer, while 34% are unsure if they exist.

Workers do agree there are ways that employers can better support them when they want to apply for a career break:

44% 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

42% 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

39% of workers want the conversation around career breaks to be normalised and career break planning to be encouraged

38% of workers want employers to establish a formal policy that explains the specifics of a career break available to staff

“Many employers are becoming more understanding and accepting of career breaks as they recognise the benefits it brings to their workforce, including higher employee satisfaction, increased productivity and staff loyalty when they return. Creating supportive policies that encourage employees to take time off without fear of jeopardising their careers can therefore be seen as an efficient long-term retention tool.

“For career breaks to work, honesty and clarity in communication is key. 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,” concluded Alexander.

Tips for workers considering a career break

Communicate and discuss options with your employer

Communication with your employer is imperative. Discuss your career break plans openly and honestly with your manager and HR department to understand your options and potential impact on your employment.

Plan how you will use your career break

It is important to have a clear plan for how you will spend your time off and how you will transition back into the workforce. This includes financial planning, skill development and networking.

Stay connected to your industry and network

Even during a career break, it is important to take the time to stay informed about industry trends, network with colleagues and maintain your professional relationships.

¹A career break is defined as an absence from work that is typically much longer than an annual leave or long service leave break and can last for more than a year.

RobertHalf_NZ_careerbreaks.pdf

About the research

The study is developed by Robert Half and was conducted online in June 2024 by an independent research company, surveying 501 full-time office workers across New Zealand. This survey is part of the international workplace survey, a questionnaire about job trends, talent management and trends in the workplace.

About Robert Half

Robert Half is the global, specialised talent solutions provider that helps employers find their next great hire and jobseekers uncover their next opportunity. Robert Half offers both contract and permanent placement services, and is the parent company of Protiviti, a global consulting firm.  Robert Half New Zealand has an office in Aukland. More information on roberthalf.com/nz

For more information    

Courtney Fletcher  

PR Manager  

[email protected]   

+61 421 209 304