Victor Pereira· Sales Compensation Manager, Qasr Holdings
Asked in Benefits & Wellbeing ·
Insurance company in the Netherlands, around 2,200 employees. We are looking at letting people save up to 100 weeks of leave over time, funded from unused holiday and salary, to take as a sabbatical or to wind down before retirement.
Our worry is that it becomes a benefit for well-paid people in head office who can afford to forgo pay, while call centre and claims staff never touch it. We also have managers who say they could not release anyone for three months.
If you run something similar, who actually uses it and for what?
8 helpful · 3 insightful · 1 agree · 1 reply · 184 views · 2 following
Compensation Consultant, Independent
We have run one for four years at a Dutch bank. 12% of employees have a balance. You are right about the skew: participation among the top third by salary is 21%, in the bottom third it is 4%. The main use is not sabbaticals at all but reducing to a four-day week in the last two or three years before retirement, which managers find far easier to accommodate than a three-month absence.
