Career break policy
About this policy
We recognise that there are times when employees may want or need to take a period of time away from work. We are committed to long-term career development and to retaining staff wherever possible, and so permit employees to apply for a career break under this policy.
A career break can provide staff with an opportunity for personal development (such as extended periods of travel, voluntary service overseas or to pursue further education) or to fulfil personal or domestic commitments. However, a career break may not be the most appropriate way of meeting your needs and, in some cases, we may suggest a more appropriate alternative. We will not allow a career break for the purpose of taking up alternative employment or starting a personal business venture.
This policy applies to employees. It does not apply to agency workers, consultants or self- employed contractors.
This policy does not form part of any employee's contract of employment, and we may amend it at any time.
Eligibility
To be considered for a career break, you must have:
(a) at least 5 years' continuous employment; and
(b) a good record of performance in your last two annual appraisals.
Application process
You should first discuss the career break you wish to take informally with your line manager to outline the reason for your request, the proposed length of your absence, and to consider how your workload might be managed while you are away.
You should then submit a written application for a career break to the Managing Director at least three months before the anticipated start date. Your application should set out:
(a) the reason for your proposed career break;
(b) the dates between which you wish to take your career break;
(c) whether you have previously taken any career breaks and, if so, the dates between which you have taken them;
(d) the benefits to our business, if any, of your proposed career break; and
(e) how you consider your work can be covered in your absence.
Responding to your application
Each application will be considered on its own merits. You should not commit yourself to plans before your application for a career break has been agreed by us in writing.
When considering your application the following are examples of the factors that will be taken into account:
(a) The purpose of, or reasons for, the career break.
(b) The period of absence requested.
(c) Your performance record.
(d) The number and length of any previous career breaks taken.
(e) The operational needs of our business.
(f) The need to retain your skills, knowledge and experience.
(g) Our ability to cover your duties on a temporary basis.
(h) The potential benefits of the proposed career break.
We will try to respond to your request in writing within 28 days of receipt of your written application.
We may hold a meeting to discuss your request, if we think this will be helpful.
If your request for a career break is refused, we will explain the reasons for our decision.
If we accept your request, we will write to confirm the start and return dates for your career break and will set out any changes to your terms of employment. You must sign and return a copy of the letter to accept the changes, and until this is received, your career break will not have been agreed.
Conditions for taking a career break
Career breaks can be granted for up to 3 months.
During a career break, you will remain in employment and will continue to receive normal salary and benefits under your employment contract, unless otherwise agreed. Where practicable, we will return you to the job in which you were employed before your career break, although this cannot be guaranteed. If we cannot return you to the same job, we will take reasonable steps to find you a similar job to that in which you worked before your break.
In some cases, we may only be able to agree to a career break on condition that you remain available:
(a) To cover for holidays, sickness absence or to assist during peak workloads.
(b) To attend training courses or meetings to be updated on workplace developments.
You may apply to take one career break after 5 years’ employment with us, and after every 5 years’ further employment thereafter.
During a career break
Unless specifically agreed at the time your career break is approved, you will not be obliged to do any work or attend any events during a career break and will not be penalised for declining to do so; nor is the Company obliged to offer you work while you are on a career break. Any arrangements for working during the career break must be agreed with the Managing Director, including the work to be done. Work could include any activity done under the contract of employment, but may also include training or other events.
You will share in the responsibility for keeping in touch with us during your career break. We will keep you up to date with changes in policy, personnel, developments, and news by sending updates to you. You should make arrangements to be kept up to date with developments with the Managing Director. You are expected to maintain any professional links, and to keep up to date with any significant developments in your area of work.
You must tell your line manager about any change of address or other contact or personal details during your career break.
In the event that during your absence the role from which you are taking a career break is affected by reorganisation, restructuring or redundancy, every effort will be made to consult with you as appropriate.
You must obtain prior written approval from the Managing Director before undertaking paid work for anyone else during your career break.
Returning from a career break
We are committed, as far as is reasonably practicable, to offering you the opportunity to return to the post you held before your career break.
When approving your request for a career break, we will agree when you will need to contact us before your return date to confirm arrangements. It is likely to be one month before your return date.
If you are prevented from returning to work on your return date due to ill health, you must contact the Managing Director as soon as possible in accordance with our sickness absence policy.
If you are unable to return to work in accordance with previously agreed arrangements for any reason other than ill health, you must immediately contact the Managing Director.
If you wish to terminate your employment while on a career break, unless the amount of notice required from you to do so has been varied by agreement with us, you will be required to give notice in accordance with the terms of your contract.