The expression “micro-retirement” has been gaining traction on digital news sites and platforms as a new ‘career trend’ that the Gen Z workforce are readily adopting. And needless to say, Gen X and Boomers are less than impressed – assuming the term refers to young people throwing in the towel after a few months of work to take a break!
The expression “micro-retirement” has been gaining traction on digital news sites and platforms as a new ‘career trend’ that the Gen Z workforce are readily adopting. And needless to say, Gen X and Boomers are less than impressed – assuming the term refers to young people throwing in the towel after a few months of work to take a break!
There is a real rationale behind the concept, and one that I was discussing with Danielle Farage on our latest From X to Z podcast. The phrase “micro-retirement” actually indicates a complete shift and points us toward the future of how we work, learn, and reset, highlighting a fundamental shift in our relationship with work.
Breaking from Tradition
For Boomers, Gen X and Gen Y, the concept of a career break was rare and often problematic. Gaps on CVs – and unexplained periods of apparent worklessness – would raise eyebrows as signalling an apparent lack of commitment or reliability. Of course, for earlier generations in the workforce, it tended to be the employer that owned the responsibility for upskilling their workforce, and helping to train their people on new systems or tools.
Gen Z see it differently. With rapid technological change – for example currently areas like AI and automation – waiting for a company to provide learning opportunities could mean getting left behind. The concept of micro-retirements – or career pauses may be a better expression – are seen by Gen Z as being proactive, not passive. They’re using them to recharge, reflect, and learn new skills.
Danielle shares how a layoff in 2023 turned into a transformative three-month break filled with travel, yoga, and eventually, launching a solo venture. Far from “retirement,” it was a reboot. And I don’t think she’s alone. I hear of increasing numbers in the emerging workforce designing work lives that include intentional pauses to refocus or explore new paths.
The COVID Catalyst
The COVID-19 pandemic definitely seemed to shift the narrative around time off. Suddenly, breaks in employment were understandable. Even expected. Caring for family, facing potential layoffs, or navigating mental health challenges, have increasingly become real reasons for career/CV ‘gaps’. The stigma around taking some time out of work has started to fade.
Language Matters
Still, the term micro-retirement has connotations. Retirement has historically implied stepping away permanently – not taking a purposeful break to learn, recharge, or pivot. Particularly in the modern workplace where people in their 70s and 80s still want to be part of the global workforce.
So maybe it’s time for a rebrand: sabbaticals, mini-breaks, or learning pauses. The language we use shapes how these breaks are perceived – culturally, mentally and particularly when making hiring decisions. The expression ‘micro-retirement’ might read like a clickbait worthy headline — but the concept behind it is legitimate.
Learning in Your Own Time
This is another key generational difference. Who is responsible for the upskilling of the workforce?
Previous generations largely experienced a business world where employers tended to handle learning and development of the skills and knowledge relevant for the role. Gen Z though are used to YouTube, online courses, and talking more of a DIY approach to learning. So, if you want to understand more about AI, automation or master a new tool or skill, you’re expected to figure it out on your own — often in between jobs or projects.
These breaks – or micro-retirements – then become essential career investments, not indulgences.
What Do Organisations Need to Do?
Instead of resisting the trend, organisations will benefit from leaning into it by offering – or supporting:
- Flexible leave policies: Consider formalising sabbaticals or micro-breaks as part of the employee experience
- Encourage self-directed learning: Offer stipends/bursaries or access to learning platforms for use during or between roles
- Recognise the return: Employees often come back from breaks with renewed energy, sharper skills, and clearer goals
- Rethink time: With AI increasing productivity, do we need to work the same hours to produce the same output?
Ultimately, this isn’t just about taking a break. It’s about redefining how we build sustainable, meaningful careers in a new world of work.
So I think the term “micro-retirement”, whilst clickbait worthy, is misleading. The sentiment behind thought reflects a smarter, more human approach to work. Pausing with purpose, not checking out.
And – if framed and supported properly – a fairly essential retention strategy.
Check out the full From X to Z podcast conversation here –
Talent Trends & Insights 