6 tips on how to negotiate unpaid leave for your next adventure.

Feb 15

Having a successful career shouldn’t mean that you can’t take time out to do the things that allow you to thrive (instead of just surviving).

If you don’t want to leave your current role and would like to return to your position once your adventure is over, here are a few tips to help you negotiate unpaid leave when you meet with your boss.

Time off work can be achieved in many ways, including:

Taking a sabbatical
Requesting unpaid leave
Paying for additional leave (as part of the company benefits listed in your contract)
Take a planned gap in between roles

When meeting with your boss, consider the six points below. Go in prepared and be ready to offer solutions to any push back you may receive. This isn’t the time to wing it.

Overall, the main objective of the initial meeting is to reassure your boss that you are loyal to the company and don’t want to leave - however you are passionate about taking a leave of absence to pursue something that you see as purposeful.

And remember, the worst that can happen is that you ask and they say no!

** A few assumptions have been made **

You passed your probation period and have been in your role for at least 12 months.
You are performing well and meeting/exceeding role requirements.
You don’t have sufficient annual leave to cover the period away and/or your proposed trip exceeds the standard number of annual leave days provided.
You know what you want to do with your time off and have tentative travel dates in mind.
Your company doesn’t offer unpaid leave and this request may fall outside of company policy.

Highlight benefits to the company.

When requesting unpaid leave, lead with the benefits for your company.
Let’s be honest. It’s a huge inconvenience for your boss and you want to make it as easy as possible for them to get this signed off from the top.
A few benefits may include:
**Budget savings** - cost savings from unpaid leave.
**Retain knowledge** - the organisation can retain your skills and experience. Where possible, highlight the value and specialised skills you bring to the company.
**Staff retention** - they won’t have to advertise and find a replacement for your position (saving recruitment costs).
**Transferrable skills** - highlight any skills you will gain from your trip, that may be applicable to the workplace (e.g. leading a group = leadership skills).
**You return to work with renewed focus and drive** - highlight what you hope to get out of your time out of the office and how this will enhance your performance when you return.

2. Timing is everything.

Provide as much notice as possible when requesting time off (e.g. 6-8 months minimum, or longer if you plan on taking 2+ months).
Not only does this show that you are considerate of the impact that your time off will have on the company, but it shows your commitment to your trip (e.g. this isn’t a last minute holiday you are planning).
By providing sufficient notice, it could also open up short term internal opportunities such as secondment placements from other offices and regions, as well as providing an opportunity for team members in the wider business to step up and gain valuable work experience, or gain insight into another department.
Finally, try and plan your extended break over a slow period to minimise any impact on your colleagues. This may not always be possible, however if you provide sufficient notice you can help to find a solution.

3. Work with the team and get their buy-in.

If you work in a team, it is important to gauge how they may feel about you taking an extended absence as ultimately, they could be responsible for taking on additional tasks and responsibilities whilst you are away.
As above, one way to navigate this is to propose that this could open up opportunities for team members to step up on a temporary basis and gain valuable work experience.
Alternatively, if you have external agencies working with you, is there an opportunity for them to take on additional work and reduce the workload internally?
Finally, provide reassurances that you will set up and complete as much work as you can prior to your trip (reducing the volume of work for the team).

4. Be flexible.

In the event you are unable to get the desired amount of unpaid leave you want, you may need to be flexible with the amount of time you take off.
No, it’s not exactly what you wanted but reducing the time available still allows you to get outside and be adventurous.
For example, if you want to thru-hike the Pacific Crest Trail but can’t get 4 to 6 months off work, shorten the length of your unpaid leave and section hike a part of the trail as an alternative.

5. Go prepared with a plan to reassure work deliverables will be met.

Demonstrate that you have considered the impact of your absence to the organisation (and team), by highlighting key deliverables that will need to be met over the period you are away and provide a breakdown of how and when these actions and key milestones will be achieved.
Where possible, as you demonstrate that you are planning ahead, highlight how much of the work you will be able to complete ahead of your departure and propose a few solutions to potential issues that may arise.

6. Follow up with dates & work plan.

Your boss may need to share this information internally (with HR or their boss). Make it easy for them by supplying key information in an email immediately after the meeting.
This could include proposed dates of unpaid leave, cover for this period, summary of key deliverables etc.
As above, be flexible and accommodating to show your commitment and loyalty to the company and your team members.
Finally, **don’t back down too easily**! Yes, it’s going to be easier all-round if you don’t take the trip, however if this is important to you, continue to find solutions to any issues that may arise over the course of the next few weeks and don’t give up.
You. Got. This.

My story.

Everyone’s story is different and I share mine as I have taken multiple breaks throughout my career, from unpaid leave for 4 weeks - 3 months, to planned gaps in between roles.

In doing so, I continue to experience the adventurous things I love - whilst maintaining a career in digital marketing within the travel industry.

My passion is long distance hiking and most recent extended breaks include:

Arizona Trail: Class of 2023 (Fall hike, October to November)
Pacific Crest Trail: Class of 2019 & 2022, section hiking around 1,300 miles on each trip

As a result of the pandemic, I made a shift from full time permanent roles to contract work and I haven’t looked back. I traded the security that comes with a permanent job, for the freedom I crave by working on a contract basis.

The more time I spend in the outdoors, the less I desire material things, making it easier to prioritise saving money to cover expenses whilst I am away, as well as funding the trip itself.

Much like Stefan Sagmeister, I plan to work until the official retirement age, however I will continue to take breaks in the years leading up to my retirement!

Happy trails.

Inspirational TED Talks

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Inspirational TED Talks 〰️

Stefan Sagmeister: The power of time off

Stefan has taken the unique approach of taking a year off every seven years, by increasing his retirement age from 65 to 70, reallocating these 5 ‘retirement’ years and interspersing them into his working years.

Dennis DiDonna: Sabbaticals. Time [off] well spent

Dennis interviews 100’s of people across the globe about why they took a 6 month sabbatical, to reveal that sabbaticals can play a transformational role in how we think about ourselves, and the future of work itself.