Employees take career breaks for a variety of reasons including travel, study, voluntary work, starting a business or to care for children or a family member. Career Breaks have been in operation in the civil service for a number of years. Officers returning to work after a career break are assigned to the next appropriate vacancy arising and are guaranteed re-employment within twelve months of the expiry of their career break. The benefits of career breaks are many including curing burnout, serving as incentives, reinvigorating employees and allowing workers time to resolve personal problems that may be interfering with their work. Employers are starting to see the value of allowing extended leave in reducing burnout and helping career development.
Many companies now offer career breaks as part of their family-friendly policies.
The cost to employers of running such a scheme is minimal. Often colleagues can cover, and filling the gap can be looked on as a development opportunity for other staff. Breaks must be well planned however and beneficial to both employer and employee. It s important for both sides to agree to continuity of service, exact length of leave and how the employee will keep in touch. If your company doesn t have a policy, there may be some flexibility for a relatively short leave, particularly if you re a good performer.