Introduction
The career break scheme provides flexibility to staff to apply to take a period of special leave without pay. The decision to grant or refuse a career break to an applicant will be the decision of the Head of Department and is based on the organisational needs of that Department.
Eligibility to apply for a career break
In order to apply for a career break, an employee must:
(i) have satisfactorily completed two years’ continuous service, including any probationary period. Periods of (a) statutory leave under the Maternity Protection, Adoptive, Carers and Parental Leave Acts, and (b) other special leave without pay for periods of less than six months, do not break the two years’ continuous service; and
(ii) be in a position to complete the career break and resume duty before reaching maximum retirement age.
Terms of the Scheme
A career break shall consist of special leave without pay for a period of:
(a) not less than six months and not more than one year for the following reasons:
Family reasons
Other domestic reasons
Travel
Educational purposes
Application Procedures
Application for a career break should be made in writing 3 months in advance to the Head of Department.
Notification of change of purpose of a career break
Where an employee proposes to change the purpose of their career break they must apply in writing to the Head of Department.
Notification of change of contact details while on career break
The onus is on the employee on a career break to ensure that his/her Department Head has his/her most up to date contact details at all time
Resigning while on career break
An employee on a career break who wishes to resign from his/her post must give DPD notice in writing in accordance with the terms of their contract of employment.
Disciplinary Action during a career break
Any acts viewed as gross misconduct committed during the career break and which would be relevant to the employee’s employment may be considered under the disciplinary procedure.
Resumption of Duty following a Career Break
The employee must notify the Department Head in writing of their intention to return to work giving a minimum of 8 weeks’ notice.
Failure to apply to return to work within the timeframes indicated will be taken as an intention not to resume duty and treated as a full resignation
Due to the nature of the business, an employee returning from a career break may be required to:
work for a different Department; and/or
work in a different business area from that which s/he worked in prior to going on a career break; and/or
work different hours/work pattern than s/he had before s/he took the career break.
The employee should understand that payment of wages will only recommence upon resumption of duties.