Free Career Break Policy

We are pleased to include a sample Career Break Policy that you can use in your business.

Remember to review and/or adapt this policy in accordance with company-specific requirements and all relevant legal considerations.

Career Break Policy

Purpose of Policy

The purpose of this policy is to indicate [INSERT COMPANY NAME]’s support for employees who wish to further their education/travel, etc, and to define the process to be followed when considering employee requests for leave of absence. 

Scope of the Policy

The policy covers all permanent employees.

Policy

It is [INSERT COMPANY NAME] policy to consider each request on its individual merits. [INSERT COMPANY NAME] will ensure that equality of opportunity prevails throughout this process. 

Procedure

Employees are required to submit written requests to their department manager, outlining the reasons for the break and the period of time needed.

Before a manager makes any decision to grant leave, the Department of Human Resources should be informed immediately of all requests for career breaks, along with a clear indication of all possible business implications. Only following this discussion should a decision be communicated to the staff member.

Employees will receive confirmation of their career break approval in the form of a letter, which they will be required to sign. A copy should be returned to the HR Manager before the commencement of the break. 

Employees are required to provide at least one month’s notice before taking a career break.

The length of the career break must not exceed 12 months, and once set, this cannot be altered without written permission from the company.

Employees requiring additional time must reapply.

All periods of leave of absence do not count as continuous service and are considered a break in the employee’s employment contract.

Breaks will not be granted if the employee uses the leave to take up employment in the same industry.

Any services or facilities offered by [INSERT COMPANY NAME] may not be availed of for the period of the break.

Any confidentiality agreements in place during employment are still applicable during the break period.

Employees have the right to return to their original or a comparable job at the end of the career break.

RESPONSIBILITIES

DEPARTMENT OF HUMAN RESOURCES

The Department of Human Resources is responsible for the following:

Maintaining and overseeing all Career Break Applications covered by this Policy at [INSERT COMPANY NAME].

Initiating or recommending immediate action in response to circumstances where warranted.

Analysing and reporting Career Break information regularly, with recommendations for addressing problems/issues identified.

Verifying that all employees who wish to avail of a Career Break at [INSERT COMPANY NAME] are covered by this policy.

Ensuring the confidentiality of all Career Break information once they are received in the Department of Human Resources.

EMPLOYING DEPARTMENT

Employing Departments are responsible for the following:  

Ensuring that the Human Resources Department is informed immediately of all personnel interested in taking a Career Break

Managing all documentation associated with the career Break process.

Initiating follow-up action where appropriate.

EMPLOYEES

Employees are responsible for informing their managers of their intention to take a Career Break at [INSERT COMPANY NAME].

REPORTING

The Department of Human Resources will submit a Career Leave report to the Vice-President of Operations regularly.  

Any actions the Human Resources Department deems necessary to address any concerns.

REVIEW OF PROCEDURE

This Procedure will be reviewed within twelve months of its initial implementation.