Career Break Policy

1. Statement of Policy  

Heddlu Dyfed-Powys Police recognises that there may be occasions when officers and staff may want to take a break from work for personal reasons.  The force is committed to supporting officers and staff in achieving a healthy work-life balance that benefits both the organisation and the individual.  

This policy must be applied fairly, equally and consistency to all police officers, and staff irrespective of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or any other unjustifiable grounds.   

Applies (but not limited) to: All categories of Heddlu Dyfed-Powys Police employees, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors) or seconded staff.   Any employee accessing and using Force assets and property must have due regard to the contents of this policy. 

2. Policy Scope  

This policy replaces all previous career break polices and applies to police officers and staff.   

This policy does not form part of the staff terms and conditions of employment and may be subject to change at the discretion of management.  

A career break is an unpaid, extended period of leave from work, other types of leave are detailed in the Leave for Personal & Family reasons policy. Career Breaks are available to officers and members of staff that have two years continuous service with Heddlu Dyfed-Powys Police and have successfully completed their probationary period.  

A career break can be for a minimum period of 1 year and a maximum period of 5 years. An application for a career break should be submitted at least three months before the intended career break start date, unless the circumstances warrant less notice e.g., urgent personal reasons.  

Once a career break has been completed a further career break may not be granted to commence for at least two years from the date of return to work. However, whilst on career break an application for an extension can be made, up to the maximum of 5 years.   

The total period of a career break allowed during completed service will be no more than 5 years. 

Where an application for a career break is declined the applicant may not reapply within 6 months of the decision.  

If an application for a career break is approved the applicant will not be required to resign to take up the career break. However, there will be an impact on occupation pension scheme benefits and any other statutory or contractual rights that are dependent on length of service. Effectively, the employee’s period of continuous service will exclude the duration of the career break.   

3. Powers and Policy/Legal Requirements  

This policy has been created in line with legislation and guidance and following consultation with staff associations and support networks.  

An Equality Impact Assessment form has been completed.  

The provisions for Career Breaks for Police Officers are contained within the Police Regulations 2003, Regulation 33, and Determinations (2007) Annex 00.  

 4.  Options and Contingencies  

The responsibilities of individuals and managers are clearly set out the Career Break guidance document.  

The Code of Ethics principles of; Accountability, Fairness, Honesty, Integrity, Leadership, Objectivity, Openness, Respect and Selflessness, are all relevant.  

 5.  Take action and review.  

This policy will be reviewed periodically to ensure that it is still relevant, and feedback will be sought from key stakeholders and the wider police force.  

Any feedback or dissatisfaction with the policy will be recorded and discussed with the policy owner and appropriate action taken.  

 

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: November 2023