Research by recruitment service Robert Half has revealed that 50% of Kiwis are willing to take a career break now, compared to when Covid-19 was prevalent five years ago.

Surveying over 500 office workers in New Zealand, Robert Half revealed that 61% of Kiwis considering a break would use it to spend time with family and 55% would put their mental health first.

While 50% of workers are willing to take a career break, the other half are not considering it for financial (72%) or job security (46%) reasons.

“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.” 

Other reasons for Kiwis to consider taking a career break now rather than five years ago is to undertake passion projects or travel (51%) or re-evaluate career plans as a whole (32%).

For those not considering that break, they are concerned about their professional achievements and advancements (35%) and keeping their 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 adds. 

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Career breaks are a minimum of one year and many of those considering it are not confident in employer support for them to take leave for a year.

Around 38% of employees are aware of policy or guidelines in place to accommodate workers requesting a career break while three in 10 workers (29%) say that nothing has been established.

As more and more take on career breaks, 44% of workers think employers should offer flexibility to employees when they return to work such as the ability to phase back into full-time work.

Forty-two percent want employers to emphasise mental health resources to prevent burnout, 39% want more conversations around career breaks to be normalised and 38% want formal policies in place for career breaks.

“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,” says Alexander.

“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.” 

And for those considering that career break, Alexander has three tips: discuss options with your employer, plan how the career break will be used and stay connected.