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A sabbatical costs the employer continued partial salary plus the cost of covering the role. Compared with the cost of losing and replacing an experienced employee — commonly 25% or more of annual salary in recruitment and ramp — a funded sabbatical is often the cheaper option.
Employer cost
Employer cost = Monthly salary x Months x Paid proportion + Replacement cover cost
Employee income foregone
Foregone = Monthly salary x Months x (1 - Paid proportion)
Evidence suggests yes for long-tenured employees at risk of burnout, particularly when tied to a return commitment.
Keeping health cover and pension contributions running is usually a small marginal cost and removes the main practical objection to taking one.