“I enjoyed the work, but the relentless pace was driving me insane—long hours, tight deadlines, no time to decompress,” he says. “It took a toll on my mental health and strained my relationship with my parents. I didn’t want to burn out before 30.”
It wasn’t impulsive, Menon says. He’d lost seven kilos, slept poorly, and stopped meeting friends. “I would come home irritable, eat junk, and go straight to bed. The only thing I looked forward to was logging off.”
Menon’s story isn’t unique. A 2023 Indian Journal of Psychiatry study found burnout-related depressive symptoms up 17% among Indians aged 22–30. Chronic stress, overwork and digital fatigue are hitting Gen Z earlier and harder. So it’s little surprise that more young professionals are embracing “micro-retirement”—self-funded career breaks taken to prioritise mental health, reset, and reflect, unlike employer-sanctioned mid-career sabbaticals.
“It’s a generational response to relentless work, stress and burnout,” says Roma Puri, area chair (organisational behaviour and human resource) at IMI Kolkata. “Gen Z sees how it erodes well-being, so they take time away, even if it means resigning and using savings.”
From Pause to Pattern
Micro-retirement might seem like a privilege, but it’s part of a broader shift. The 2024 YouTube Culture & Trends Report found that 83% of Indian Gen Z say they see themselves as creators, based on a survey of 320 respondents from that demographic.
They run side hustles, monetise passions, and see jobs as one of many income streams. “They don’t believe in a linear career ladder,” says Bhakti Talati, a Mumbai-based work-life balance coach and resume building strategist. “They want to carve their own paths without compromising mental peace.”
The pandemic amplified this mindset, says Chetna Israni, co-founder of Morning Star BrandCom, a PR agency. “Missing out on conventional growing-up experiences, Gen Z’s milestones happened in isolation, online, or amid uncertainty, creating a distinct identity. They’re expected to be successful, visible, creative, and responsive. Burnout is natural.”
Is micro-retirement just a post-pandemic fad? Puri disagrees. “Gen Z knows the long-term toll of hustle culture. While not yet the norm, micro-retirement signals what they value—balance, autonomy, and well-being.”
A Double-edged Sword
Micro-retirement, when supported by psychological guidance and a return strategy, is far more likely to support well-being than derail careers, says Sandeep Vohra, a psychiatrist and founder of NWNT.ai, a platform to address mental, emotional, and behavioural health challenges. “The greater threat is chronic burnout, which erodes productivity and motivation,” he says. “The issue isn’t the break—it’s how we frame and support it.”
Puri adds that terms like ‘self-reflection’ may sound frivolous to traditional employers, but showing meaningful use of the time makes it easier to justify.
That was 26-year-old Mumbai-based marketing associate Tanya Khandelwal’s approach when she took a four-month unpaid leave. “I had mentally checked out but didn’t want to quit,” she says. She volunteered at a Himachal homestay and took a digital strategy course. “It wasn’t just a detox. I returned with sharper skills and a clearer mind.”
But not everyone is willing to take that risk as traditional workplace attitudes still prevail. “In India, gap years carry social stigma,” notes Israni. “From an employer’s perspective, it can signal instability, raising concerns that the individual is a job-hopper, uncertain about their direction, not someone an organisation can rely on.”
As AI reshapes jobs too, long breaks carry risks. “A Gen Z employee might return to find their role gone,” warns Talati. “They may have to start from scratch in a competitive market.” And while Gen Z has more ways to earn, not all have the financial freedom to take such breaks.
Coping Beyond Quitting
Burnout isn’t cured by vacations alone. “Micro-retirements allow reflection and rest, but don’t always address the stress that causes burnout,” says Talati. To deal with burnout and heavy workload, Gen Z needs to learn skills that equip them to reduce their anxiety. “They can deal with or prevent anxiety by figuring out how to set healthy boundaries–healthy being the focus here. Preserving mental peace and energy is important but it is also important to honour commitments,” Talati adds.
Vohra says not everyone can afford long breaks, so habits like mindfulness, digital detoxes, and structured hours help. “Flexible work, mental health days, and safe workplaces should be standard. Gen Z must set boundaries and find purpose beyond productivity.” The impact of a career break depends on structure, says Vohra. “If intentional and goal-driven, it boosts well-being and performance. If reactive and unstable, it can add anxiety and career lag.”
This is exactly why Mumbai-based software developer Rohit Shetty decided to adopt a middle path. Fed up of the 14-hour sprints at a fintech unicorn, he didn’t resign. Instead, he proposed a four-day work week for six months with a lower pay, using the fifth day to attend an AI bootcamp. His productivity dipped at first but soon recovered, prompting his lead to pilot the four-day model across teams. “It gave me breathing room and upskilling time without pausing my career,” says Shetty. “That extra day helped me reset, learn, and stay relevant without choosing between burnout and growth.”
Employers are finally beginning to pay attention to this shift. Replacing a mid-level employee can cost up to twice their annual salary once hiring, onboarding and lost productivity are factored in. The cost of burnout-related attrition is even higher.
“Offering mini-sabbaticals could be a viable solution, especially since replacing employees is costly, “says Disha Shah, founder of DiAi Designs, a fine diamond jewellery brand specialising in lab grown diamonds. “Employers could bring in interns or temporary staff when employees take a break, to maintain workflow. This would also ensure that employees return with renewed energy and mental clarity.”
For micro-retirement to be sustainable, mindsets must shift with HR policies, says Israni. “Create systems that value consistent effort and resilience. Gen Z stays when they feel seen, not judged.” Talati adds they need early training in problem-solving, conflict management, and resilience. “They’re resourceful but navigating a noisier, more competitive world, and must learn to handle pressure without imploding.”
The Long Game
Micro-retirement may not work for everyone. For many, consistent income and job continuity still matter deeply. But the rise of this phenomenon signals an underlying truth: Gen Z isn’t running away from work–they are simply redefining its place in their lives. They want to build careers that accommodate life, not the other way around.
“Micro-retirement reflects a growing belief that careers are marathons, not sprints, and that stepping away briefly can help ensure people stay in the race for longer, healthier, and more productive careers,” says Vohra.
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