Creating a Career Break Policy (UK)

Note: Links to our free templates are at the bottom of this long guide.
Also note: This is not legal advice

Introduction

Creating a career break policy is becoming ever more pertinent in the workplace. This kind of policy can provide legal protection to employees and employers alike, while enabling individuals to take time off from their job for personal or family commitments, allowing them to maintain a healthy work-life balance.

At Genie AI, we understand the importance of having a career break policy in place - not only does it grant employees certain rights, but it also has benefits for employers as well. If a career break policy has been rolled out correctly, an employee will return motivated and energized after taking some time away from their job; this can lead to improved productivity and job satisfaction - something that is invaluable to any organization.

In the UK there are rules that need to be followed when introducing such a policy; employees must feel protected from unfair treatment and pressures, while employers should ensure that they are aware of any tax implications prior to implementation. It must also be remembered that this type of policy not only helps workers feel secure in their positions but can also help avoid burnout due to monotonous tasks or extended periods at work with no respite.

With Genie AI’s community template library and dataset containing millions of datapoints, anyone can safely craft custom high-quality legal documents - without needing the services of a lawyer - thus ensuring compliance with all applicable regulations relating to the introduction of a career break policy.

We invite you to read on below for our step-by-step guidance on creating your own highly tailored career break policy and how you can access our template library today absolutely free!

Definitions

Legislation: Laws created by a governing body.
Regulations: Rules enforced by a governing body.
Sabbaticals: A period of time during which an employee takes a break from work, typically to pursue educational or personal activities.
Unpaid leave: A period of time during which an employee takes a break from work without pay.
Eligibility criteria: Requirements needed to qualify for something.
Morale: A person’s emotional or mental state.
Motivation: A person’s enthusiasm or drive.
Loyalty: A person’s faithfulness to a cause or person.
Retention rate: The percentage of people who remain in an organization over a certain period of time.
Metrics: A measure used to evaluate performance.
Rights: The ability to do something legally.
Entitlements: A benefit given to someone that they are legally allowed to receive.

Contents

1. An overview of the legal framework for career breaks in the UK
2. Obtain relevant legislation and regulations
3. Analyze the impact of any new regulations
4. The types of career breaks available to employees
5. Identify the types of career breaks available (e.g. sabbaticals, extended holidays, unpaid leave)
6. Determine the eligibility criteria for each type of career break
7. The potential benefits of a career break policy
8. Analyze the impact on employee morale, motivation and loyalty
9. Assess the potential impact on the employer’s bottom line
10. The steps employers need to take in order to create a career break policy
11. Establish the eligibility criteria
12. Draft the policy
13. Get approval from relevant stakeholders
14. How to communicate a career break policy to employees
15. Design a communication plan
16. Identify the appropriate channels for communication
17. Best practices for implementing and managing a career break policy
18. Establish a timeline for implementation
19. Develop a monitoring and evaluation framework
20. Guidance on how to keep employees’ rights and entitlements protected during a career break
21. Identify the relevant rights and entitlements
22. Outline the process for calculating leave entitlements
23. Define the process for ensuring employees are kept informed of any changes or updates
24. Advice on how to address any potential issues related to career breaks
25. Identify potential issues (e.g. retention of staff, continuity of service)
26. Develop a plan to address any potential issues
27. Develop a strategy to monitor and address any issues that may arise
28. Training for managers on how to support employees taking career breaks
29. Design a training program for managers
30. Identify any relevant best practices
31. Establish a process for monitoring and evaluating the program
32. Drafting an exit strategy for employees taking career breaks
33. Establish a process for the employee to exit the organization
34. Define the steps to be taken to ensure the employee’s rights are protected
35. Define the exit process for any contractual obligations that may need to be fulfilled

Get started

An overview of the legal framework for career breaks in the UK

• Research relevant legislation and regulations in the UK that pertain to career breaks
• Understand the legal framework for career breaks in the UK, including relevant employment laws, employee rights, and other applicable regulations
• Make sure you stay up-to-date with any changes in the legal framework

Once you have completed the research and understand the legal framework, you can check off this step and move on to the next step.

Obtain relevant legislation and regulations

• Research any relevant legislation and regulations concerning career breaks in the UK
• Check websites such as HMRC and the Department for Work and Pensions for the most up-to-date information
• Read any relevant case law and judicial decisions regarding career breaks in the UK
• Contact a professional legal adviser if you need help to understand any of the regulations or legislation
• Note down any relevant legislation and regulations that you need to consider when creating your career break policy

You can check this step off your list when you have researched and noted down the relevant legislation and regulations concerning career breaks in the UK.

Analyze the impact of any new regulations

• Review the relevant legislation and regulations for any changes or updates to existing career break policies
• Understand any new rules or regulations that may affect the implementation of a career break policy
• Consider any potential legal implications of the proposed career break policy
• Assess the financial and operational cost of any new regulations
• Analyze how the new regulations may affect the current arrangements for career breaks
• Once you’ve reviewed and analyzed the impact of new regulations, you can move on to the next step of determining the types of career breaks available to employees.

The types of career breaks available to employees

• Identify the types of career breaks available (e.g. sabbaticals, extended holidays, unpaid leave).
• Consider any legal requirements or restrictions on the types of career breaks available.
• Analyze the potential impact of offering career breaks on the organization.
• Consult with relevant stakeholders, such as HR and legal departments, to ensure that any proposed career break policy complies with relevant regulations.
• Once you have identified the types of career breaks available and ensured compliance with legal regulations, you can move on to the next step.

Identify the types of career breaks available (e.g. sabbaticals, extended holidays, unpaid leave)

• Research different types of career breaks that may be available, such as sabbaticals, extended holidays, unpaid leave.
• Identify which types of career breaks may be suitable for your organization.
• Consider the potential impact of each type of career break on your organization and your employees.
• Create a list of the types of career breaks that you will offer and document the details.

How you’ll know when you can check this off your list and move on to the next step:

• Once you have identified the types of career breaks that you wish to offer and have documented the details, you will be ready to move on to the next step.

Determine the eligibility criteria for each type of career break

• Decide who qualifies for which type of career break: which individuals, roles or departments
• Set the minimum length of time for each type of career break
• Set the maximum length of time for each type of career break
• Decide the criteria for granting a career break (e.g. minimum number of years employed, merit-based criteria, etc.)
• Decide how breaks will be managed, monitored and tracked
• Set the requirements for employees to return to work after a career break
• When you have finalized the eligibility criteria for each type of career break, you can check this off your list and move on to the next step.

The potential benefits of a career break policy

• Identify the potential benefits for the organization in offering a career break policy
• Analyze the impact of a career break policy on the organization’s HR policies and procedures
• Evaluate the impact of a career break policy on the recruitment and retention of employees
• Consider the competitive advantage of offering a career break policy to employees
• Assess the potential cost savings from offering a career break policy

Once you have identified and evaluated the potential benefits of a career break policy, you can check this step off your list and move on to the next step.

Analyze the impact on employee morale, motivation and loyalty

• Gather feedback from employees who have taken career breaks in the past
• Speak with human resources (HR) and business leaders to understand the impact of career breaks on overall employee morale
• Assess the effect of a career break policy on employee loyalty and motivation
• Analyze any potential backlash from other employees who may not be granted the same opportunity
• When you have gathered sufficient data and feedback from both employees and leadership, you can assess the impact of a career break policy on employee morale, motivation, and loyalty.

Assess the potential impact on the employer’s bottom line

• Calculate the financial burden of implementing a career break policy - this includes the costs of recruiting and training new staff during the employee’s absence, as well as any potential loss of productivity.
• Analyse the potential savings from lower turnover of staff and increased employee morale, motivation and loyalty.
• Compare the potential costs and savings to determine if the career break policy is viable for the employer.
• Once the financial impact of the career break policy has been established, you can move on to the next step.

The steps employers need to take in order to create a career break policy

• Review any existing policies within the organization and ensure that a career break policy is not in conflict with them.
• Define the length of the career break (e.g. up to two years).
• Define the types of breaks available (e.g. unpaid, part-time, or flexible work arrangements).
• Determine the reasons for which a career break could be approved (e.g. education, travel, personal/family commitments).
• Consider any costs associated with a career break (e.g. potential recruitment and training costs).
• Decide if the career break will be paid or unpaid.
• Outline the notice period required for a career break request.
• Specify the conditions for the return to work (e.g. the same or similar role, or a different role).
• Establish a process for managing the career break requests and review requests.
• Consider the impact of a career break on the employer’s bottom line.

You’ll know you can check this step off your list and move on to the next step when you’ve reviewed any existing policies, defined the length of the career break, determined the reasons for which a career break could be approved, considered any costs associated with a career break, decided if the career break will be paid or unpaid, outlined the notice period required, specified the conditions for the return to work, established a process for managing the career break requests, and considered the impact of a career break on the employer’s bottom line.

Establish the eligibility criteria

• Identify which types of career breaks you want to offer, i.e. maternity/paternity leave, sabbaticals, unpaid leave, etc.
• Decide who is eligible - Are you offering the policy to all staff, or is it limited to certain roles/seniority levels?
• Outline the minimum length of service that employees need to have completed before applying for a career break
• Specify how long the career break can last - Is there a maximum length of time?
• Establish the notice period required by employees to apply for a career break - How far in advance should they inform you of their request?
• Decide if you will request a return to work agreement - Are employees required to commit to working a certain number of hours/days upon returning to work?

When you have established these criteria, you will be ready to move on to the next step of drafting the policy.

Draft the policy

• Outline the policy’s purpose, scope, and definitions
• Describe the types of career break that are allowed
• Explain the eligibility criteria for taking a career break
• State the process for applying for a career break
• Specify the impact of a career break on employment terms and conditions
• Explain the support available while on a career break
• Outline the process for returning to work
• Define the timeline for making a career break request
• Clarify the notice period for taking a career break
• Describe the procedure for terminating a career break
• Provide examples of possible career break scenarios

You’ll know you can check this off your list and move on to the next step when you have a fully drafted policy document.

Get approval from relevant stakeholders

• Involve key stakeholders in the initial drafting of the policy, such as HR staff, line managers, and other senior members of the organization.
• Discuss the policy with stakeholders, get their feedback, and make any necessary changes.
• Obtain approval from relevant stakeholders and finalize the policy.
• When all the necessary stakeholders have approved the policy, you can move on to the next step.

How to communicate a career break policy to employees

• Create a clear, concise and consistent communication plan to communicate the career break policy to employees
• Draft an internal memo or email to notify employees of the policy and its details
• Make sure the communication plan outlines how employees can take a career break, the length of a career break and any conditions attached
• Determine the most effective way to communicate the policy, such as face-to-face meetings, email, or an intranet post
• Include a Q&A session or a survey to evaluate employee understanding of the policy
• When the communication plan has been successfully implemented, notify stakeholders and check off this step
• Move on to the next step: Design a communication plan.

Design a communication plan

• Create a timeline for when employees need to be informed, and how often they will receive updates on the career break policy
• Identify the appropriate channels for communication, such as email, intranet, posters, and meetings
• Decide who will be responsible for delivering the messages to the employees
• Once the communication plan is finalized, review it with key stakeholders
• When the communication plan is approved, you can check this off your list and move on to the next step.

Identify the appropriate channels for communication

• Identify who will be receiving the communication related to the career break policy (e.g., employees, HR, management, etc.)
• Determine the appropriate channels of communication (e.g., email, intranet, meetings, etc.)
• Consider the best mediums for different types of communication (e.g., phone calls for sensitive conversations, emails for announcements, etc.)
• Develop a timeline for when each channel of communication should be used
• When communication channels are identified, test them to ensure they are effective
• Check off this step when all appropriate channels of communication have been identified and tested.

Best practices for implementing and managing a career break policy

• Ensure that your career break policy is clearly outlined in your company’s Employee Handbook.
• Educate your Human Resources team and other managers on the policy and how to implement it.
• Communicate the policy to all employees, so that they are aware of their right to take a career break.
• Outline the process for requesting a career break, including any forms or paperwork that need to be filled out and submitted.
• Establish a timeline for approving requests, and ensure that any decisions are communicated in a timely manner.
• Create a system for tracking employees on career break, including any benefits or entitlements they will receive.
• Monitor the policy regularly to ensure it is being implemented properly.

You will know that you can check this off your list and move on to the next step when you have ensured that your career break policy is clearly outlined in your company’s Employee Handbook, educated your Human Resources team and other managers on the policy and how to implement it, communicated the policy to all employees, outlined the process for requesting a career break, established a timeline for approving requests, created a system for tracking employees on career break, and monitored the policy regularly to ensure it is being implemented properly.

Establish a timeline for implementation

• Decide when the policy should come into effect
• Set up a timeline for when employees should be able to request a break and when the break should begin
• Set a time frame for how long the break can last
• Establish a timeline for when employees should be able to return to work
• Set a timeline for when employees should be able to apply for a career break
• Establish a timeline for when employees should be able to return to their original role
• Establish a timeline for when employees should be able to reapply for the same role

Checklist when you can move onto the next step:

• Timeline for implementation established
• Timeline for when employees should be able to request a break set
• Time frame for how long the break can last set
• Timeline for when employees should be able to return to work set
• Timeline for when employees should be able to apply for a career break set
• Timeline for when employees should be able to return to their original role set
• Timeline for when employees should be able to reapply for the same role set

Develop a monitoring and evaluation framework

• Decide on the criteria you will use to measure the success of the career break policy
• Create a plan to evaluate the policy on a regular basis
• Develop a system to monitor employee absences and return dates
• Design a framework to measure the effectiveness of the policy
• Set up a process to encourage employee feedback and review
• Establish a timeline for the regular monitoring and evaluation of the policy
• Identify the resources you will need to measure the success of the policy
• Document the policy and evaluation framework in a central location
• When you have completed the above steps, you can move on to the next step of the guide: Guidance on how to keep employees’ rights and entitlements protected during a career break.

Guidance on how to keep employees’ rights and entitlements protected during a career break

• Establish the main provisions of the career break policy, such as the length of the break, the type of leave, and the possibility of pay and benefits
• Decide if employees can take a career break within their current job or if they will have to resign
• Clarify how employees’ rights and entitlements will be protected during a career break, such as rights to pension contributions, health insurance, and sick pay
• Describe what the obligations of the employer and the employee are during the career break
• Determine whether employees will be able to return to the same job or a similar job when the career break ends

Once you’ve established the main provisions of the career break policy, identified the relevant rights and entitlements, and described the obligations of the employer and the employee, you can check this step off your list and move on to the next step.

Identify the relevant rights and entitlements

• Research applicable UK laws and regulations regarding employee rights and entitlements
• Identify any applicable workplace policies, procedures, and collective agreements
• Consult with relevant stakeholders and legal counsel to ensure that all rights and entitlements are accurately identified
• Confirm that all rights and entitlements are documented and included in the policy when finalized

Once the relevant rights and entitlements have been identified and documented, you can move on to outlining the process for calculating leave entitlements.

Outline the process for calculating leave entitlements

• Establish the length of the career break you will offer, including any restrictions or limitations
• Determine any associated costs and benefits for employees taking a career break
• Consider any statutory or contractual rights employees may have in relation to accrual of leave and pay during a career break
• Identify how employees’ rights to statutory holiday entitlement and additional holiday entitlement will be affected, and how this will be communicated
• Set out a process for calculating the leave entitlements of employees on a career break

Once you have established the process for calculating leave entitlements and identified any associated costs and benefits, you can check this off your list and move on to the next step.

Define the process for ensuring employees are kept informed of any changes or updates

• Develop a communication plan to ensure employees are regularly informed of any changes or updates to the career break policy
• Ensure the plan includes options for communicating with employees in different formats, such as emails, newsletters, or intranet postings
• Make sure the plan includes information about how employees can access additional resources or support if needed
• Consider what channels are appropriate for communicating any changes or updates, such as through a newsletter, intranet postings, or other digital communication
• Document the communication plan and how it will be implemented
• When the communication plan is complete, check it off your list and move on to the next step.

Advice on how to address any potential issues related to career breaks

• Consider the impact of a career break on the business and how it affects the team and other employees
• Establish a policy that allows for career breaks and sets out the criteria and process for taking one
• Put in place a method for monitoring employees on career breaks and tracking their progress
• Consider the impact of career breaks on employees’ career development
• Ensure that employees are provided with appropriate support and training to help them transition back into the workplace
• Establish a fair and consistent policy for how career breaks will be handled in terms of recruitment, promotions, pay and benefits
• Ensure that all staff are aware of the career break policy and that there is a clear communication plan in place
• Explore any potential legal issues that may arise from career breaks and ensure that the policy is compliant with relevant regulations and laws

Identify potential issues (e.g. retention of staff, continuity of service)

• Review existing policies and procedures related to career breaks, including any relevant legal requirements
• Consider any potential risks associated with allowing staff to take career breaks, such as the impact on team continuity and service delivery
• Consult with relevant stakeholders and staff representatives to understand how career breaks might affect retention rates and continuity of service
• Analyse existing data to understand the impact of career breaks on the organisation
• Identify any potential issues that may arise from allowing staff to take career breaks

Once you’ve identified the potential issues associated with allowing staff to take career breaks, you can check this step off your list and move onto the next one.

Develop a plan to address any potential issues

• Analyze the potential issues identified in the previous step and decide which ones need to be addressed first.
• Identify the best strategies to address each issue.
• Outline a plan of action with timelines and goals.
• Create a budget to cover any associated costs.
• Determine the resources needed to implement the plan.
• Assign responsibility to the appropriate team members to ensure accountability.
• Document the plan and make sure it is easily accessible to all relevant parties.

Checklist to know when you can check this off your list and move on to the next step:

• Potential issues identified
• Strategies to address each issue outlined
• Plan of action with timelines and goals created
• Budget for any associated costs established
• Resources needed to implement the plan identified
• Responsibility assigned to the appropriate team members
• Plan documented and easily accessible to all relevant parties

Develop a strategy to monitor and address any issues that may arise

• Determine how to monitor and measure the success of the career break policy
• Decide how to address any potential issues that arise due to the policy
• Set up a system to track and follow up with employees returning from a career break
• Create a yearly review process to evaluate the effectiveness of the policy
• Establish a team or committee to review the policy and make adjustments as needed
• When you have the strategy and systems in place, you can check this off your list and move on to training for managers on how to support employees taking career breaks.

Training for managers on how to support employees taking career breaks

• Research and develop a training program for managers regarding how to support employees taking career breaks
• Include topics such as the specific rights and entitlements of employees taking career breaks, how to respond to employee requests for career breaks, and how to help employees adjust to returning from a career break
• Ensure that managers understand the need to be flexible and accommodating with employees taking career breaks
• Identify any relevant legal regulations and ensure that managers are aware of these
• Investigate any existing support services or resources that can be used to help managers in this area
• Implement the training program for managers, either through face-to-face or online delivery
• Monitor the effectiveness of the training program and make changes if necessary

You’ll know you can check this off your list when:

• All managers have completed the training program
• You have evaluated the effectiveness of the training program
• You have made any necessary changes to the training program

Design a training program for managers

• Develop an outline for the training program for managers on how to support employees taking career breaks
• Develop an agenda for the training program, including topics such as understanding the benefits of career breaks, how to support employees taking career breaks, and how to manage their return to work afterwards
• Determine the best way to deliver the training program, such as online, in-person, or via video conference
• Identify any relevant materials and resources that should be included in the training program
• Determine the length of the training program, either by a set number of hours or by topic
• Create an assessment to measure the effectiveness of the training program
• When the training program is complete, test it out with a small group of managers and make any necessary changes
• When the training program is finalized and tested, it is ready to be rolled out to managers.

When you have designed and tested the training program, you can check this off your list and move on to the next step.

Identify any relevant best practices

• Research any relevant best practices from other organizations in the UK that have a similar career break policy.
• Analyze the different policies to understand which elements could be valuable to incorporate into your own policy.
• Make a list of the best practices you’ve identified, including any relevant legal requirements.
• Once you have a comprehensive list of best practices, you can move on to the next step.

Establish a process for monitoring and evaluating the program

• Establish criteria for monitoring and evaluating the career break program, such as length of time away, roles and responsibilities of management, and how to assess the success of the program.
• Speak to your HR department about the best way to measure progress and success of the program.
• Set up a system to track the career break program and its effectiveness.
• Monitor the program on a regular basis to ensure it is meeting its goals.
• Evaluate the program at the end of its duration and assess whether it is working as intended.
• Once you have established a process for monitoring and evaluating the program, you can move on to the next step.

Drafting an exit strategy for employees taking career breaks

• Identify the guidelines for employees to exit the organization when taking a career break, such as length of time for the career break, whether the employee is eligible for re-hire, whether the employee will receive a severance package or other compensation, etc.
• Establish a timeline for the employee to return, or for the employee’s position to be filled if the employee will not return.
• Ensure that the employee’s job position is secure during the career break.
• Create a policy for returning employees to re-enter the organization and transition back into their job position.
• Develop a system to track the employee’s career break and performance while they are away.
• Once the exit strategy is drafted, review it with the employee to ensure their understanding and agreement.

How you’ll know when you can check this off your list and move on to the next step:
Once you have completed all of the above steps, you can move on to the next step of establishing a process for the employee to exit the organization.

Establish a process for the employee to exit the organization

• Put together a timeline for the employee to exit the organization, including any relevant HR procedures, such as handing in notice, processing of final payment, and any other paperwork that needs to be completed
• Set out a clear communication process between the employee and the employer, including how any questions or queries will be addressed
• Put in place a plan to ensure a smooth transition of any outstanding tasks, such as transferring any projects or tasks to other team members
• Ensure the employee has access to any necessary resources or support they may need up until the end of their employment
• Ensure that the employee is aware of their rights and any other obligations they may have when leaving the organization
• Check that any relevant company policies and procedures, such as data protection, are complied with when the employee exits

Once the process for the employee to exit the organization has been established, this step can be checked off the list and the next step, defining the steps to be taken to ensure the employee’s rights are protected, can be addressed.

Define the steps to be taken to ensure the employee’s rights are protected

• Ensure the employee is aware of their statutory rights and obligations
• Make sure the employee is informed of any contractual obligations that need to be fulfilled
• Provide the employee with a copy of the Career Break Policy
• Arrange a handover process with the employee’s team to ensure the transfer of knowledge
• Establish a timeline for the employee’s return to work
• Agree on a performance review process for when the employee returns
• Outline the employee’s rights and responsibilities upon returning to work
• Define the employee’s holiday and sick pay entitlements during the career break
• Provide the employee with a contact person in the organization for any queries or concerns
• Ensure the employee is aware of the Data Protection Act (2018) and their rights
• When all of the above steps have been taken, sign the Career Break Agreement and notify the employee of the same

When you can check this off your list and move on to the next step:

• When all of the steps outlined above have been completed and the Career Break Agreement has been signed.

Define the exit process for any contractual obligations that may need to be fulfilled

• Ensure the employee is aware of their contractual obligations and any potential financial implications of taking a career break
• Make sure the employee is aware of any contractual requirements they must meet before they can take a career break
• Check if there are any obligations in the employee’s contract that need to be fulfilled prior to taking a career break, such as providing notice or fulfilling any outstanding tasks
• If there are contractual obligations that need to be fulfilled, set a timeline for when these must be completed
• Once the timeline has been agreed upon, document this in the career break policy and make sure the employee is aware of it
• When all contractual obligations have been fulfilled, you can check this off your list and move on to the next step.

FAQ

Q: Mary, what is the difference between a career break policy in the UK and EU?

Asked by Mary on 7th January 2022.
A: Hi Mary, the main difference between a career break policy in the UK and EU is the legal framework it is based on. In the UK, career break policies are governed by UK employment law, whereas in the EU they are governed by the European Employment Law.

In terms of the actual policies, there may be some similarities but they will also differ according to each country’s individual regulations. For example, in the UK, employers must give their employees at least two weeks’ notice before taking a career break and must pay at least 50% of their normal wages during the break. In contrast, in the EU, employers can choose whether or not to pay their employees for their career break.

Q: What type of business models might benefit from a career break policy?

Asked by Isaac on 24th April 2022.
A: Hi Isaac, any business model could benefit from implementing a career break policy, as it helps to retain staff and incentivise them to remain with their employer. However, there are certain types of businesses which may find a career break policy particularly beneficial.

For example, SaaS (Software as a Service) providers may find that offering a career break policy can help them to retain valuable staff who have been with them for a long time. Similarly, technology companies may find that offering career breaks to their employees can help to keep them motivated and engaged with their work. Additionally, businesses operating in highly competitive markets such as B2B (Business to Business) may benefit from implementing a career break policy as it can help them attract top talent and retain existing staff.

Q: Are there any tax implications when taking a career break in the UK?

Asked by Emma on 19th February 2022.
A: Hi Emma, when taking a career break in the UK there are certain tax implications which you should be aware of. Generally speaking, any income earned outside of normal working hours is liable for income tax and National Insurance Contributions (NICs). This includes any salary or wages paid during a period of unpaid leave or career break. Furthermore, if you are receiving any financial support such as state benefits while on a career break then these will also be subject to taxation accordingly.

Therefore it is important to ensure that you are aware of your tax obligations before taking any kind of unpaid leave or career break in order to avoid any unexpected tax liabilities later down the line.

Q: What are the requirements for taking a career break in the UK?

Asked by Matthew on 8th June 2022.
A: Hi Matthew, when taking a career break in the UK there are certain requirements which must be met in order for it to be legally valid and recognised by employers and HMRC (Her Majesty’s Revenue & Customs). Generally speaking, an employee must provide at least two weeks’ notice prior to taking a career break and must also remain contactable during this period in order to ensure that they can fulfil any duties or commitments that may arise during their absence. Employees are also not permitted to take up additional employment or enter into any other contractual arrangements whilst on an unpaid leave or career break without prior permission from their employer.

Q: How does an employer go about setting up a career break policy?

Asked by Jacob on 17th March 2022.
A: Hi Jacob, setting up a career break policy is relatively straightforward but should always be done with care and consideration due to its potential impact on employees’ rights and obligations under employment law. The first step is usually for employers to consult with their employees – either individually or through collective bargaining - in order to gain an understanding of their needs and preferences when it comes to taking time out of work for personal reasons.

Once this has been done, employers should then review existing policies and practices to ensure that there are no conflicts between these and the proposed changes as well as updating contracts of employment where necessary. Finally, employers should communicate any changes or new policies clearly with all staff members so that everyone is aware of their rights and entitlements when it comes to taking time out of work for personal reasons.

Example dispute

Suing an Employer Regarding Career Break Policy:

• Plaintiff may sue an employer if they believe their rights were violated due to a lack of a career break policy or lack of adequate career break provisions.
• The lawsuit should reference relevant legal documents and regulations such as Title VII of the Civil Rights Act, the Equal Pay Act, or applicable state law which protect against discrimination in the workplace.
• If a career break policy is not in place, or if the policy does not provide adequate career break provisions, the plaintiff could sue the employer for discrimination or wrongful termination.
• Settlement may involve the employer providing compensation to the plaintiff, such as payment of any wages or benefits owed, or the employer agreeing to implement a career break policy that is in compliance with applicable laws.
• If damages are awarded, they may include lost wages, lost benefits, and/or other compensatory damages.

Templates available (free to use)

Career Break Policy Inc Basis Of Acceptance

‍