{"id":666,"date":"2026-08-15T10:31:00","date_gmt":"2026-08-15T09:31:00","guid":{"rendered":"https:\/\/rekruter.si\/?p=666"},"modified":"2026-08-15T10:31:00","modified_gmt":"2026-08-15T09:31:00","slug":"sabbatical-ko-oddih-postane-nalozba-v-zvestobo-zaposlenih","status":"publish","type":"post","link":"https:\/\/rekruter.si\/?p=666","title":{"rendered":"Sabbatical: ko oddih postane nalo\u017eba v zvestobo zaposlenih"},"content":{"rendered":"

[et_pb_section fb_built=”1″ theme_builder_area=”post_content” _builder_version=”4.27.4″ _module_preset=”default”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” theme_builder_area=”post_content”][et_pb_column _builder_version=”4.27.4″ _module_preset=”default” type=”4_4″ theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” theme_builder_area=”post_content” hover_enabled=”0″ sticky_enabled=”0″]<\/p>\n

Zamislite si: nekdo je pri vas zaposlen sedem let. Dober delavec, zanesljiv, pozna podjetje od znotraj navzven. In nekega dne pride in pove, da bi si vzel tri mesece odmora. Ne zapusti vas \u2013 le po\u010diva. Pa mu to odobrite?<\/p>\n

Ve\u010dina slovenskih delodajalcev bi na tem mestu najprej pogledala v zakon, nato v HR pravilnik in nazadnje skomignila z rameni. V tujini pa ta isti scenarij vse pogosteje kon\u010da z enim stavkom: \u00bbSeveda. Kdaj gre\u0161 in kdaj te pri\u010dakujemo nazaj?\u00ab<\/p>\n

To je sabbatical. In \u010das je, da se o njem pogovorimo resno.<\/p>\n

Kaj sploh je sabbatical?<\/h3>\n

Beseda izhaja iz hebrejske \u00bb\u0161abat\u00ab \u2013 sedmi dan po\u010ditka. V akademskem svetu je sabbatical dolgo pomenil leto odmora za profesorje vsakih sedem let dela \u2013 \u010das za raziskovanje, pisanje, potovanje. Danes pa ta koncept prihaja v poslovni svet in se hitro \u0161iri onkraj univerz.<\/p>\n

V praksi gre za dalj\u0161o pla\u010dano ali delno pla\u010dano odsotnost z dela \u2013 navadno od enega do \u0161estih mesecev \u2013 ki jo delodajalec ponudi dolgoletnim zaposlenim kot nagrado za zvestobo in nalo\u017ebo v njihovo dolgoro\u010dno motivacijo. Zaposleni v tem \u010dasu dela ne opravlja. Ni na bolni\u0161ki. Ni na rednem dopustu. Je preprosto \u2013 odsoten. Z blagoslovom delodajalca.<\/p>\n

\u0160tevilke, ki govorijo same zase<\/h3>\n

Sabbatical ni modna muha. Podatki ka\u017eejo jasno smer.<\/p>\n

\n

Dele\u017e zaposlenih, ki koristijo sabatical, se je med letoma 2019 in 2025 podvojil \u2013 s 3,3 % na 7,1 %. Posebej izrazit je trend med mlaj\u0161imi generacijami: med zaposlenimi med 27. in 34. letom je bil v za\u010detku 2025 dele\u017e tistih na sabbaticalu najvi\u0161ji med vsemi starostnimi skupinami.<\/p>\n<\/blockquote>\n

Med ve\u010djimi organizacijami danes sabatical kot benefit ponuja \u017ee 53 % podjetij. Zakaj? Ker fluktuacija boli. In boli v denarnici. Strokovnjaki opozarjajo, da ko postavi\u0161 stro\u0161ek sabbaticala ob stro\u0161ek iskanja, zaposlitve in uvajanja novega delavca, postane sabatical \u00bbpopolnoma logi\u010dna odlo\u010ditev\u00ab. Sploh glede na to, da razlog za odhod zaposlenih le redko ti\u010di v pla\u010di. Gallupovi podatki iz 2024 ka\u017eejo, da sta kultura in anga\u017eiranost razlog za odhod v 37 % primerov, ravnovesje med delom in zasebnim \u017eivljenjem pa v dodatnih 31 %. Pla\u010da in benefiti so na dnu liste \u2013 zgolj 11 %.<\/p>\n

<\/h3>\n

<\/h3>\n

Kaj se zgodi, ko se zaposleni vrne?<\/h3>\n

Tukaj je stvar zanimiva. Sabatical ni le po\u010ditek \u2013 je investicija v kakovost. Medtem ko dopust za\u010dasno zmanj\u0161a izgorelost, a nima dolgoro\u010dnega u\u010dinka na zadovoljstvo z \u017eivljenjem, sabbaticali dokazano zmanj\u0161ajo stres in izgorelost ter pove\u010dajo splo\u0161no dobro po\u010dutje na trajnej\u0161i ravni.<\/p>\n

Harvard Business School profesor DJ DiDonna, ki je sedem let preu\u010deval sabbatical, ugotavlja, da imajo sabbaticali izjemno pozitiven vpliv na mentalno in fizi\u010dno zdravje, ustvarjalnost in samozavest zaposlenih \u2013 ti u\u010dinki pa se prenesejo nazaj v ekipo in organizacijo.<\/p>\n

Ena od bolj presenetljivih ugotovitev prihaja iz izraelske raziskave: zaposleni, ki so sabatical pre\u017eiveli v tujini, so se vrnili z bistveno ve\u010d energije in kreativnosti kot tisti, ki so ostali doma. Vstop nazaj v redno rutino je zahteval ve\u010d napora, a pridobljene koristi so bile merljive in jasne. In to ni vse. Sabatical vodstvenih kadrov je dragocenost tudi z vidika kadrovskega na\u010drtovanja: medtem ko je klju\u010dni kader odsoten, imajo ambiciozni sodelavci prilo\u017enost prevzeti odgovornost, dokazati vodstvene sposobnosti in rasti. Sabatical je torej hkrati test organizacijske odpornosti.<\/p>\n

\n

Kdo to \u017ee dela \u2013 in kako?<\/h3>\n

V tujini je seznam podjetij, ki ponujajo sabatical, dolg: Intel, Adobe, PayPal, Deloitte, McDonald’s, Spotify, Airbnb, Netflix, PwC, Johnson & Johnson, American Express. Pogoji se razlikujejo \u2013 Adobe ponuja \u0161tiri tedne pla\u010danega sabbaticala po petih letih dela, PayPal prav tako, Citibank pa do 12 tednov z 25-odstotnim pla\u010dilom po petih letih.<\/p>\n

A tudi v Sloveniji \u017ee nekaj podjetij stavi na ta model \u2013 in eden od presene\u010denj prihaja iz maloprodaje. Hofer ga ponuja vsem zaposlenim po petih aktivnih letih dela v podjetju, v trajanju od enega meseca do enega leta, z 50-odstotnim pla\u010dilom. Do zdaj ga je koristilo \u017ee ve\u010d kot 145 zaposlenih, povpre\u010dna odsotnost pa je bila tri mesece in dva dni. Med koristniki so bili tak\u0161ni, ki so pisali knjige, dokon\u010dali \u0161tudij, se nau\u010dili tujega jezika, potovali ali prenovili dom.<\/p>\n

Lidl pa sabatical ponuja vsem zaposlenim z vsaj petimi leti delovne dobe \u2013 ne glede na delovno mesto \u2013 v trajanju do treh mesecev, v povpre\u010dju pa traja okoli dva meseca. Podjetje v tem \u010dasu za odsotnega delavca pla\u010da zakonsko predpisane prispevke.<\/p>\n

\"\"<\/p>\n

<\/h3>\n

Kako je s tem urejeno v Sloveniji?<\/h3>\n

Tu pridemo do prakti\u010dnega dela \u2013 in do odgovora, ki marsikomu ni znan.<\/p>\n

Sabatical v slovenskem pravu ni posebej urejen. Ni ga v Zakonu o delovnih razmerjih (ZDR-1) kot samostojne kategorije. A to ne pomeni, da ga ni mogo\u010de legalno uvesti \u2013 dale\u010d od tega. ZDR-1 ne ureja nepla\u010danega dopusta kot zakonsko zagotovljene pravice delavca, a ga dopu\u0161\u010da kot sporazum med delavcem in delodajalcem ali kot ureditev v kolektivni pogodbi. To pomeni: podjetje, ki \u017eeli uvesti sabbatical, to stori s kombinacijo internega pravilnika in aneksa k pogodbi o zaposlitvi.<\/p>\n

Kar pa je klju\u010dno vedeti: v \u010dasu nepla\u010dane odsotnosti delodajalec delavca ne odjavi iz obveznih socialnih zavarovanj \u2013 kar pomeni, da mora v tem \u010dasu pla\u010devati prispevke za socialna zavarovanja. Tudi zaposleni mora pla\u010dati svoje prispevke, in sicer od bruto pla\u010de, ki bi jo prejel, \u010de bi delal.<\/p>\n

Pri delno pla\u010danem sabbaticalu<\/strong> (kot ga prakticira Hofer) je situacija enostavnej\u0161a: zaposleni prejema del pla\u010de, od tega se pla\u010dajo vsi prispevki kot pri rednem delovnem razmerju.<\/p>\n

Pravno torej ni ovir. Je pa priporo\u010dljivo, da podjetje pred uvedbo pripravi jasen interni pravilnik, ki opredeli:
– pogoj za upravi\u010denost (npr. minimalna leta pri podjetju)
– trajanje odsotnosti (minimum in maksimum)
– pogoje pla\u010dila (nepla\u010dan, delno pla\u010dan, polno pla\u010dan)
– postopek odobritve in odpovedni rok
– pravice in obveznosti med odsotnostjo<\/p>\n

<\/h3>\n

Zakaj je to v interesu delodajalca?<\/h3>\n

Preden zaklju\u010dimo, naslovimo ugovor, ki ga sli\u0161imo najpogosteje: \u00bbKaj pa, \u010de ugotovimo, da podjetje brez njega deluje enako dobro?\u00ab<\/p>\n

Ta strah je razumljiv \u2013 a napa\u010dno zastavljen. Odvisnost tima od posameznega \u010dlana ni argument proti sabbaticalu, ampak argument za bolj\u0161o organizacijo. Prav odsotnost klju\u010dnega kadra je idealna prilo\u017enost, da podjetje odkrije sistemske pomanjkljivosti in jih odpravi. Resni\u010dno vpra\u0161anje je druga\u010dno: Koliko vas stane, da zaposleni za sedem let zvestobe ne dobi ni\u010desar posebnega? In koliko stane, ko se odlo\u010di oditi?<\/p>\n

Podjetja, ki ponujajo sabatical, ne delajo tega iz altruizma. To po\u010dnejo, ker se spla\u010da. Zaposleni se vrnejo bolj motivirani, bolj kreativni in \u2013 kar je klju\u010dno \u2013 z ob\u010dutkom, da jih podjetje ceni. To pa je danes eden najte\u017eje dosegljivih benefitov. V Sloveniji je sabatical \u0161e vedno redkost. Kar pomeni, da podjetja, ki ga ponudijo, izstopajo. Na trgu dela, kjer so dobri kandidati deficitarni in kjer employer branding vse bolj odlo\u010da, kdo koga dobi \u2013 je to prednost, ki je vredno premisleka.<\/p>\n

Zanima vas, kako urediti kadrovske procese ali kako se pozicionirati kot privla\u010den delodajalec? Pi\u0161ite nam na info@rekruter.si<\/a> \u2013 z veseljem prisluhnemo.<\/p>\n

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Vedno ve\u010d evropskih podjetij ponuja sabatical \u2013 ve\u010dmese\u010dni odmor od dela za dolgoletne zaposlene. Zakaj to delajo in kako to urediti v Sloveniji?<\/p>\n","protected":false},"author":2,"featured_media":668,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[7],"tags":[],"class_list":["post-666","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nasveti-rekruterjev"],"yoast_head":"\r\nSabbatical: ko oddih postane nalo\u017eba v zvestobo zaposlenih - Rekruter<\/title>\r\n<meta name=\"description\" content=\"Vedno ve\u010d evropskih podjetij ponuja sabatical \u2013 ve\u010dmese\u010dni odmor od dela za dolgoletne zaposlene. 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