Career Break Policy
1. Introduction
2. Scope
3. Definition
4. Principles
5. Roles and Responsibilities
6. Request Approved
7. Request Denied
8. Benefits
8.1 Pension
8.2 Company Cars
9. Returning From Career Break
10. Welcome Back to Work
11. Links to Additional Policies
1. Introduction
Jollyes recognises that there could be times when colleagues wish to take extended periods of time away from work. We support colleagues looking to pursue other interests including spending time with family, travelling, further education or to participate in voluntary work.
2. Scope
This policy applies to all colleagues employed by Jollyes. It does not apply to agency workers or contractors. Colleagues can apply for a career break if they have two or more years continuous service.
3. Definition
A career break is a variation in contract for a specified period of time or special leave without pay for a specified period of time.
4. Principles
If you wish to request a career break, please talk to your line manager in the first instance so that they can understand the purpose of your request, the intended length of the break and the timings. The following principles will apply:
• A Career Break Request Form must be completed giving at least 3 months written notice of the required start date
• The granting of a career break and the duration will be entirely at the company’s discretion and the company’s decision will be final
• Career breaks can be granted for between three months and up to six months leave (This can only be taken in full weeks)
• During a career break in exceptional cases an extension can be requested but this is subject to the discretion of the manager in line with the needs of the business
• Colleagues can request a number of career breaks throughout their employment as long as there is a period of three years in returning back from a previous career break and starting a new career break
• Not all requests for a career break will be approved so a colleague must not arrange or book anything before a career break has been confirmed in writing
• Colleagues are still employed by Jollyes during the career break, therefore if a colleague wishes to undertake any other employment during this period they must disclose this to their line manager to ensure there is no conflict of interest
• A colleague does not have the right to return early from their career break unless this is agreed by their line manager
• Decisions on whether a career break has been accepted or not will normally be made within 14 days of receipt of the request
5. Roles and Responsibilities
Colleagues
• Inform your line manager as soon as you are considering a career break
• Complete a career break request form
• Provide your line manager with contact details for the period of absence
• Notify your line manager if you are unable to return to work on the agreed date
• If you do not wish to return from a career break you must resign in writing and give the appropriate amount of contractual notice
• Ensure that any outstanding loans or monies owed are repaid ahead of the career break starting
Line Managers
• Familiarise themselves with the Career Break policy
• Consider any requests for a Career Break and discuss with the colleague
• Consult with the People team if any further clarity on the policy is required
• Ensure there are suitable arrangements in place to cover the period of absence
• Ensure all Jollyes property has been returned before the career break takes place i.e. laptop, keys, phone, supplier samples etc
• Keep the colleague on a career break up to date with any significant workplace developments which are relevant to their employment
• Ensure the colleague receives a comprehensive re-induction to the business on their return to work
• Remind the colleague that any outstanding loans or monies owed must be paid back to Jollyes ahead of the Career break
People Team
• Regularly review the Career Break policy
• Support line managers and colleagues in the execution of the policy
• Confirm the terms and conditions of an approved career break in writing
• Confirm to colleagues or line managers any repayment details for outstanding loans
6. Request Approved
Where a Career break is approved the colleague will have it confirmed in writing by the People Team.
7. Request Denied
If the career break is declined, the line manager should meet with the colleague to discuss it and confirm the outcome in writing. Alternative options such as flexible working or annual leave could be proposed instead. Possible reasons for the request being decline could be:-
• That the extended absence of the colleague may have a detrimental effect on the businesses ability to meet customer demand
• An inability to reorganise the work among existing colleagues
• An inability to recruit additional colleagues
8. Benefits
During your career break you won’t be entitled to accrue or receive any holiday entitlement or benefits during the break. All outstanding holiday entitlement must be taken before your career break Any healthcare or income protection benefits that you are contractually entitled to will be paused for the duration of the career break and therefore no cover will be provided.
Any chosen voluntary benefits that require payments by you, for example Cycle to Work will require the balance of the benefits paid before you start your career break. Any outstanding balances will be deducted from any amounts owed to you before the career break starts. If there are still outstanding amounts owed, you will be required to repay the balance before your career break starts.
8.1 Pension
For any period of unpaid leave, pension contributions are not paid, and this is classed as nonreckonable service for pension purposes. Contributions will resume automatically upon return to work.
8.2 Company Cars
All company cars must be returned to the company prior to the start of any career break. For any colleague who has a company car allowance this will be paused for the duration of the career break.
9. Returning From Career Break
If you decide to return from a career break early you will need to provide 8 weeks’ notice in writing of your intent to return. Jollyes will attempt to accommodate an early return although this cannot be guaranteed.
If you wish to extend your career break, you must let your line manager know as soon as possible and no later than 8 weeks before your expected return. If we are unable to support your extension request you will be expected to return on your original date. Any absence after that date may be treated as unauthorised.
At the end of the Career break, as long as it is reasonably practical for us to do so, you will be offered the opportunity to return to your previously held role. If it is not practically possible to offer you the same role, we will aim to find a role of a similar nature.
10. Welcome Back To Work
When returning to work after a career break the colleague should have a return to work meeting with their line manager. This meeting should cover:-
• Health and Safety induction and completion of any mandatory training
• An overview of what has happened during their career break e.g. changes to policies and procedures
• An update on their working environment and any changes that have taken place
11. Additional Policies (available of iTrent Employee Self-Service)
Flexible Working Policy
Colleague Handbook
Policy Career Break Policy
Policy Effective Date 06 8.24
Policy Owner Claire Goldenberg / Linda Pandeli