In addition to what has been contributed by Sriram, please find my suggestions for you to consider:
- Consider the duration based on the purpose selected. If your firm wants employees to seek avenues in research, a two-year sabbatical won't work. If the firm aims to groom entrepreneurs, a minimum sabbatical of two years is a must.
- The firm needs to plan the benefits depending on the desired outcome it wishes to generate. This may range from research support to establishing incubation centers for entrepreneurial ventures.
- Define the eligibility based on the desired outcome. For instance, if the firm plans to develop the next level of channel partners through employees, it may require them to handle responsibilities on a scale that provides the necessary business intelligence.
- Identify a probable career path once the employee resumes work. This should include the added advantage gained through the sabbatical.
Hope this helps your thought process. Please revert with your queries as you work on this.
Regards,