Could you do with a break from work? Read on...

An employment break is any prolonged break from work that you have agreed with your employer – including maternity and paternity leave, and sabbaticals, for example.

In the past decade many employers, across a range of industries, have introduced schemes to allow staff to spend longer periods away from the workplace. Schemes vary according to the needs of the various businesses. Some schemes are open to everybody, of either sex, providing they have a good reason for wanting to be away.

But it’s more usual for employers to impose certain limitations:

• You might have had to serve a minimum time with a company (minimum is generally between six months and two years)
• You might only qualify for a break if you are going to use the time to look after family members

The standard maximum limit for a career break is five years. Not that it has to be taken in a lump. People usually prefer to take the time in one-year blocks.

If you are considering taking an employment break, bear in mind that, even if your employer has promised you the same job when you return, the situation at work might change and the job might not be available.

Also, a long break may affect your staff benefits, your pension and your chances of promotion.

If you are working in an industry that demands you use fast-changing technology, you might find that your skills are out-of-date. Some employers ask that you come to work for a few days or weeks, during your time out, so that you can keep in touch with what is going on.

If you would like to take a break, but your employer does not have an employment-break scheme, present the idea some time before you hope to begin the leave. This gives you both time to work through all the details. When you are introducing the possibility of a break, you might want to consider some of the following points:

• Put together a costs and benefits analysis to show how much it would cost to replace you – including in the figures an estimate of how much your employer has already invested in you (for example, in training)
• Point out ways in which employment breaks can improve employee relations, build loyalty, encourage recruitment and enhance a positive public image
• Talk to a trade union to see if they can give you information about other people who have taken employment breaks

Organisations such as New Ways to Work and Parents at Work can give you details of successful schemes. When you have seen some examples of what other people have done, then you will be able to decide what sort of scheme would be best for you.

Further information

• New Ways to Work, 22 Northumberland Avenue, London WC2N 5AP (020 7930 3355) offers information on a range of flexible working patterns to individuals, unions and employers.
• Parents at Work, 45 Beech Street, London EC2Y 8AD (020 7628 3565; fax: 7628 3591) offers advice, leaflets and guides, including The Employees’ Guide to Flexible Working (practical advice on preparing a flexible working proposal and how to approach your manager) £3.99 – £3.50 to members – inc p&p.
• Flexibility - the Home Office Partnership