[tboyd47]

An important question, now more than ever.

> This would probably involve separating with my current employer, and finding a new position at the end of the sabbatical.

Why do you assume that? You may find that your manager is entirely sympathetic to your burnout concern. An extended unpaid absence may also let some much-needed air out of the budget for the rest of the team.

Why not just tell your manager you're taking a sabbatical for psychological reasons? It's the truth, and everyone is going through it. They may be willing to save your spot for you.

> I would also keep my skills sharp, programming & collaborating with friends.

Depending on how long you've been coding, your skills won't go dull after 3-6 months. You'll be able to jump right in without issues. If you're going to take a sabbatical, actually take one.

[smileysteve]

To emphasize this, recruiting costs are typically ½ to 1x 1 years salary; and you have developed knowledge.

Dollars and cents wise, I'd encourage any member to take unpaid leave before quitting to the unknown, and any leader in a growing org to accept it. (Besides in large enough orgs they have to plan for this for defense reserves, maternity, paternity, and disability anyway). The worst case scenario is that they quit when they come back, but that's still better than quitting forever today.