If you have 2 years' continuous service, you can request an unpaid career break of between 3 months and 8 years.
People take career breaks for various reasons, for example:
- to care for children or other dependants
- to extend family leave
- to enter into full-time education or training
- for foreign travel or to visit relatives abroad
While there’s no legal guarantee that we will re-employ you or that you’ll be able to return to the same role, we'll make every effort to help you find a similar role at the same grade.
Eligibility
To request a career break, employees must have:
- over 2 years continuous service with the us
- achieved an acceptable level of performance in all aspects of their work
- a satisfactory attendance and conduct record
Pay and benefits
You will not receive any pay or pension contributions from us while you're on a career break.
The time you take off as a career break does not count towards your length of service, which will affect benefits tied to length of service.
The only exception to this is where you return to local government service following a break for maternity reasons, or reasons concerned with caring for children or other dependants.
In such cases, your previous service will be taken into account in respect of the sickness and maternity schemes, so long as your break does not exceed 8 years and that no permanent paid full time employment has intervened.
For the purpose of the calculation of entitlement to annual leave, the 8 years' time limit does not apply provided that no permanent full time employment has intervened.
In all other circumstances, your service from before your career break will usually be lost.
Requesting a career break
Discuss your request with your manager at least 3 months before you would like to start your career break.
Managers should consider requests on an individual basis and in line with your employment record and the operational impact your career break might have.
The final decision to approve a career break should be made by the Head of Service.
You may find our guidance on taking long-term leave useful when planning your leave.
Career break approval
If your request is approved, you will receive a letter from your manager confirming the dates and your duties while on your career break.
Managers can use the career break confirmation letter template (DOCX, 24KB).
Resigning from your role
To start your career break, you will need to resign from your role and give notice before you go on leave.
Check your employment contract to find out how much notice you’ll need to give before you can start your career break.
Staying in touch
Agree with your manager how often you will stay in touch during your career break. Some managers may nominate a team member to be your point of contact and to send you any important updates or changes about your team’s work.
You should also tell your manager and team what types of updates you would like to receive.
Changing the length of your career break
Give your manager at least 3 months’ notice if you need to change the length of your career break, so they can consider your request.
Returning to work
Your manager will explore any options for you to be re-employed in a similar role and grade.
You will be required to apply for the role through the necessary recruitment process. If your application is successful, you’ll get a new employment contract to sign, subject to pre-employment checks. You will also agree a start date with your manager.
Managers should support your return to work by arranging an induction programme, including:
- an overview of your role and responsibilities in your team and department
- meetings with members of your team and other functional areas
- training, coaching or other support you’ll need