An application should be made using the career break with their line manager in good time. This should be sent to the the Dean/Director at least three months in advance of the proposed start date of the career break, with a copy of the form to the Directorate of Human Resources.
An applications should be made using the Career Break Application Form. This should be sent to the the Dean/Director at least three months in advance of the proposed start date of the career break, with a copy of the form to the Directorate of Human Resources.
If, the line manager and or Dean of Faculty/Director has any concerns about the practicalities of an application, a member of the link Human Resources team should be consulted before a final decision is made.
The Dean of Faculty/Director will consider the request and may decide to approve or refuse the request.
Career Breaks may be refused for operational reasons, including for example:
- Burden of additional costs
- Inability to reorganise work satisfactorily amongst existing staff, bearing in mind the impact on their workload
- Inability to recruit additional staff
- Detrimental impact on quality and performance
- Detrimental effect on ability to meet customer demand
- Insufficiency of work during the proposed working times
- Planned changes to the workforce or other structural change to the service or department.
If the application is refused, the Dean of Faculty/Director will provide reasons for the refusal in writing to the employee. If the employee is dissatisfied with the decision, they should follow the procedure set out below.
The date for commencement and termination of the career break will be by mutual agreement between the employee and their Dean of Faculty/Director and will need to take into account outstanding work activities and replacement staff arrangements.
Before the career break commences the relevant line manager should carry out a pre-break interview. The interview should cover areas of mutual interest including:
- Mechanisms for keeping in touch.
- Name of contact person.
- Arrangements for any periods of work/training.
- Arrangements for returning to work.
A written record of the pre-break interview should be forwarded to the Directorate of Human Resources for placing on the personal file.
On returning to work, after completion of the career break, the employee should be welcomed back by the line manager with a re-entry interview. The interview should cover areas of mutual interest such as:
- Changes within the Faculty/Directorate and University.
- Work objectives.
- Employee’s salary and holiday entitlement on return to work.