Once reserved for backpackers and school leavers, the idea of a “gap year” is being reimagined by a new generation of professionals. Forget sketchy hostels and Contiki tours, the grown-up gap year comes later in life. It is about stepping off the treadmill of work - not to escape life, but to reconnect with it.
Whether it’s to travel, study, volunteer, care for family, or simply rest, more people are carving out intentional time away from their careers. And they’re doing it not because they’re lost, but because they’re clear: clear that growth doesn’t always happen in the office, and that life doesn’t wait for the perfect time. That old adage ‘Life is not a dress rehearsal’ is resonating more than ever.
The last few years have reshaped how many think about work, success, and wellbeing. Remote work has blurred the lines between home and office and career paths have become less linear. And the idea of “time off” has shifted from indulgent to essential.
For many, the grown-up gap year is a response to this shift. It’s a conscious decision to pause, reflect, and realign. It’s about asking: What do I want from the next chapter of my life, and how do I get there with intention?
And for those in mid or later career stages - empty nesters, seasoned professionals, or those approaching retirement age, the question becomes even more profound: How will I fill the next 30 or 40 years in a way that feels purposeful? A grown-up gap year can be the space where that answer begins to take shape. Unlike sneaking dessert when you said you wouldn’t, this kind of pause is no longer a guilty pleasure - it’s a conscious investment in what comes next.
Employers have a role to play in this evolution. Supporting career breaks or sabbaticals isn’t just a benefit, it is a signal of trust and long-term thinking. When organisations approach these decisions with a partnership mindset, they open the door to deeper engagement and loyalty.
However, employee consultation is key. Rather than viewing time off as a disruption, some HR teams are working with individuals to co-design pathways that support both personal growth and organisational continuity. Whether it’s planning a return, exploring new roles, or simply staying connected during the break, collaboration makes the pause more powerful.
And similarly, employees have a responsibility to approach the idea of a grown-up gap year with consideration. While personal clarity can strike suddenly, it’s unfair to expect employers to instantly share the enthusiasm for a short-notice departure. A purposeful pause works best when it’s planned with transparency, mutual respect, and a shared understanding of what comes next.
While the grown-up gap year is gaining popularity, it’s important to recognise that extended leave of this kind (outside of long service leave) is not a legislated standard entitlement, so these arrangements rely on employer discretion.
That’s why it’s essential for organisations that are interested in offering such opportunities to staff develop clear guidelines or a policy that outline eligibility, application processes, duration, and return-to-work planning. Any relevant industrial instruments, such as enterprise agreements or awards, which may influence how extended leave is managed should also be considered. A well-structured policy not only supports fairness and consistency but also helps both parties navigate the coordination of a longer-term absence with confidence.
There’s no one-size-fits-all version of a grown-up gap year. For some, it’s a sabbatical with a plan - enrolling in a course, writing a book, or launching a side project. For others, it’s unstructured time to rest, travel, or explore new interests. Some take a few months; others take a full year. Some return to their previous roles; others pivot entirely.
What unites them is the mindset: this is not a break from life, but a deeper engagement with it.
Taking extended time off can feel risky, especially in workplace cultures where career gaps are viewed with suspicion. But that’s changing. Employers are beginning to recognise the value of life experience, and many are open to sabbaticals, career breaks, or flexible return pathways. However, understandably some organisations - particularly smaller ones or those who have operational restrictions can find it a challenge or not viable for their industry or workplace.
If you are a leader or employer considering how to support grown-up gap years, here are a few ways to make it work:
The grown-up gap year isn’t about stepping back; it’s about stepping into something new. It’s a chance to reset, reimagine, and return with fresh energy and perspective. And in a world that, for many, is constantly asking us to do more, choosing to pause might just be the most radical act of progress.
For individuals, it’s a chance to ask deeper questions about purpose, direction, and legacy. For organisations that have the capability to consider such arrangements, it’s an opportunity to build trust, flexibility, and long-term engagement. And for all of us, it’s a reminder that sometimes, the best way to move forward is to stop - just for a moment and listen to what life is asking next.
For assistance with your workplace matters, Members of Australian Industry Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.
Australian Industry Group's recently updated Long Service Leave Handbook helps employers navigate and understand the various long service leave entitlements under modern awards and legislation across Australia.
An accompanying updating subscription service is available for this publication. Updates are sent as new information is available and when legislative changes or case law developments occur; keeping you up to date on the latest issues.
Australian Industry Group members receive significant discounts on all our Handbooks and subscription services. Don't wait, order now and approach long service leave management with confidence!
Our new HR Resource Centre Attracting, Recruiting and Onboard Talent topic contains 120+ comprehensive and contemporary resources to help Ai Group Members with the recruitment journey.
This topic covers a wide range of essential aspects, including best practices for attracting top talent, innovative recruitment strategies, and effective onboarding processes.
Take advantage of more than 150 years of experience actively solving Members’ workplace issues and representing their interests at the highest levels of national and state government. Being a Member of Australian Industry Group makes good business sense. Call us on 1300 55 66 77 or visit our Why join page to sign up for a consultation with one of our member representatives.
Georgina is the Senior HR Content Editor – Publications at the Ai Group. With over 25 years of experience in human resources and leadership, she has demonstrated her expertise across a diverse range of industries, including financial services, tourism, travel, government, agriculture and HR advisory. She is also an accomplished writer and editor, known for creating high-quality, engaging content that educates and informs. Her writing includes a variety of formats, such as blogs, articles, policies, templates and guides.
