More and more people are playing around with the idea of taking a sabbatical. Taking a break from work for a year to discover the world, take a course, or get some rest; it sounds all too good to many employees. In the past few years, companies have been making arrangements with employees to allow them to take a prolonged period of leave. But how will you go about it?
The law and the importance of good agreements
The Career Break Funding Act was repealed at the end of 2001. A similar regulation was introduced in 2006, integrated with the life-course savings scheme. When the latter was repealed in 2012, the promised replacement was never brought into existence. From that moment on, there was no longer any legal basis for career breaks.
These days, companies and their employees are working with statutory and exceeding statutory leave. Officially, both these types of leave expire after a certain period of time. But this can be avoided if you make good arrangements about it. For example, employers can come to an agreement with their employees about saving up leave for several years. These leave days would be added to a ‘savings account’ for leave. After several years, this account will have acquired enough leave for the employee to take a sabbatical.
Sabbatical leave: decisions and registration!
Research has pointed out that there is a majority of employees interested in a prolonged period of leave. In light of this growing demand for sabbaticals, it is important to consider whether your company is open to it.
Would you like to offer your employees the possibility of taking a sabbatical? Lay down a solid foundation in your registration. Use a clear leave registration system to do this. This ensures that employees and employers alike can instantly see the ‘leave status’!
Want to know more about our user-friendly, cloud-based leave registration system? Feel free to contact us to discuss the possibilities.