Want a More Resilient Business? Tell Your Best People to Take a Break

At a Glance: What’s the business case for offering sabbaticals in consulting?

Oxalis’s “3 for 3” sabbatical program gives employees three fully paid weeks off after three years of service—with a full disconnect required. It’s helping prevent burnout, build resilience, reduce key-person risk, and shift the firm’s focus from hours worked to impact delivered.

As the CEO and founder of Oxalis, I know how intense our work can be. Consulting moves fast, the problems are complex, and people care—sometimes too much for their own good. Early on, I saw the signs of burnout in high performers, even those who genuinely love what they do. So we asked ourselves a simple question: what would it look like to give people real time to rest?

That question led us to create something we now call the “3 for 3” sabbatical program. The idea is simple: if you’ve been with us for three years full-time, you get three continuous, fully paid weeks off. You can add a week of PTO and turn it into a full month. But there are two non-negotiables: it has to be taken all at once, and you have to completely unplug—no emails, no Slack, no “quick questions.”

Why We Did It

The original goal was preventing burnout. Consulting firms, especially in the early years, often see high turnover around the 2–3 year mark. Some of that’s just career progression, but a lot of it comes down to exhaustion. The people who burn out are usually the ones who care the most—who push hard and rarely take a step back.

At Oxalis, our people are the business. If they’re burned out, the business suffers. If they’re rested and focused, we thrive. So we built a sabbatical program not as a perk, but as a tool to protect the long-term health of our team—and by extension, our company.

The Reality of Implementing It

Let’s be honest: implementing this in a consulting firm isn’t easy. The economics of professional services revolve around billable hours, utilization, and margin. Most firms talk about work-life balance, but everything in their model pushes the other way.

Even standard PTO can feel hard to take in this environment—so asking someone to take a month off? That’s a big ask. And not just from a planning standpoint—people don’t always want to disconnect. High performers often feel too responsible to step away. They worry things will fall apart, or that it sends the wrong message.

That’s why leadership has to set the tone. At Oxalis, we celebrate sabbaticals during team meetings. We encourage people to share what they did, what they learned, or how they spent their time. And we model it ourselves. If leaders don’t unplug, no one else will feel like they can.

“If your company can’t run without one person, that’s a risk. Sabbaticals help expose—and fix—that risk.”

What We’ve Gained

The benefits have gone far beyond burnout prevention. Here’s what we’ve seen so far:

1. Better Resilience and Scalability
When a key person steps away, the team adjusts. Gaps get revealed. Documentation gets updated. Knowledge gets shared. The business gets stronger because we’re not over-relying on any one individual.

If your company can’t run without one person, that’s a risk. Sabbaticals help expose and fix that risk.

2. A Shift in How We Measure Value
In traditional consulting, hours are currency. But we’re moving toward a model based on impact and outcomes. When you encourage people to take real time off, you’re also saying: what matters isn’t how many hours you logged—it’s what you delivered.

That’s a big mindset shift, and an important one as the industry evolves—especially with AI and automation changing how work gets done.

3. A Stronger Culture
People come back with fresh ideas and a renewed sense of purpose. And maybe more importantly, they come back knowing their company has their back.

It reinforces trust. And trust is hard to build, easy to lose, and critical to any business that wants to last.

Why I Think More Firms Should Do This

There’s a lot of talk right now about employee wellness, sustainable growth, and the future of work. But talk is cheap. If you’re not building systems that support your people, you’re not really solving the problem.

We built our sabbatical program because we believe rest matters. Not just for the individual, but for the business. Not just as a perk, but as a strategy.

If you’re running a services firm—especially in a high-pressure industry like consulting—I’d encourage you to think seriously about how you treat time. Are you rewarding hours, or outcomes? Are you building a business that can scale, or one that relies too heavily on a few individuals?

And most importantly—are your people getting the rest they need to do their best work?

At Oxalis, we’re still learning and evolving. But I can say this with confidence: giving people space to step away has made us stronger. And I believe it’s one of the smartest decisions we’ve made.

When My World Stopped, Oxalis Stood With Me

When My World Stopped, Oxalis Stood With Me

Life has a way of throwing curveballs when you least expect them. In September, my world was turned upside down when my mother was unexpectedly hospitalized and diagnosed with terminal cancer. Within three weeks, she was gone. The grief was overwhelming, and the weight of responsibilities felt unbearable. Funeral arrangements, supporting my grieving father, and navigating a mountain of logistical challenges consumed me. My job at Oxalis, a place I truly love, became a distant thought amidst the chaos.

I was stressed to my absolute limits, barely keeping my head above water. Then, my boss, Jon Malanche, called. His words were a lifeline: “Melissa, you have absolutely nothing to worry about here.” He assured me that Oxalis had my back, that policies and procedures took a backseat to my well-being. “The only thing you need to focus on right now is your family,” he said, urging me to take all the time I needed.

“Melissa, you have absolutely nothing to worry about here. The only thing you need to focus on right now is your family.”

In a world where work often feels transactional, Jon’s empathy and support were a beacon of light. His words gave me the space to grieve, to heal, and to be present for my family.

After a few weeks, I felt ready to return to work, but my responsibilities at home were still significant. Once again, Jon’s response was unwavering: “Take all the time you need. We will make it work.” His flexibility and understanding allowed me to navigate a difficult transition without the added pressure of work deadlines.

Oxalis is more than just a workplace; it’s a community of brilliant, driven individuals who are passionate about solving complex problems. It’s a place where individuality is celebrated, and teamwork is paramount. But what truly sets Oxalis apart is its commitment to its employees. The company’s values — leadership, empathy, growth, quality, and curiosity — are not just empty words; they are woven into the fabric of the organization.

My experience has shown me that finding a workplace where you feel valued, supported, and cared for is an invaluable gift. Oxalis has been that and more for me. It’s a place where I can bring my whole self to work, knowing that I am surrounded by colleagues who genuinely care about my well-being.

In an increasingly cynical world, it’s easy to believe that a job is just a paycheck. But I’m here to tell you that it can be so much more. Finding a workplace like Oxalis, a place that embodies empathy, support, and genuine care for its employees, is a rare and precious find. I am eternally grateful for the support and understanding I received during a time of immense personal loss. Oxalis is not just a company; it’s a community, a lifeline, and a testament to the power of human connection in the workplace.