Taking a career break or reducing your working hours through the Shorter Working Year scheme are two ways HSE employees can balance work with personal commitments. This guide covers both schemes — what they are, who qualifies, how to apply, and what the financial and HR implications are.
PART 1: HSE CAREER BREAK
What Is a Career Break?
A career break is an approved period of unpaid leave during which you temporarily leave HSE employment while retaining your right to return. Career breaks are not a right — they are granted at management discretion — but the HSE has a defined policy for handling applications.
Career breaks are used for a variety of reasons including:
- Further study or professional development
- Caring responsibilities (child or adult)
- Travel
- Personal development or lifestyle change
- Voluntary or charity work abroad
- Setting up a business (subject to restrictions)
Eligibility for an HSE Career Break
To apply for a career break, HSE employees generally must:
- Have completed their probationary period
- Have a minimum of 2 years continuous HSE service (some policies specify 3 years)
- Be in a permanent or long-term temporary post
- Not be currently on a performance improvement plan or subject to disciplinary proceedings
The granting of a career break is at the discretion of management — there is no absolute entitlement. Operational requirements will be taken into account.
Duration of an HSE Career Break
Career breaks can be taken for a minimum and maximum period:
| Minimum Duration | Maximum Duration | Maximum Career Break Over Career |
|---|---|---|
| 6 months | 5 years | 10 years (cumulative) |
- Career breaks can be taken in consecutive tranches — e.g. one 3-year break followed by a return to work, then another 2-year break at a later date
- The cumulative lifetime limit is typically 10 years of career break leave over the course of your HSE employment
Pay and Benefits During a Career Break
A career break is unpaid — you receive no salary from the HSE during this period. In addition:
| Benefit | Impact During Career Break |
|---|---|
| Salary | None — fully unpaid |
| Annual leave | Does not accrue during career break |
| Sick leave | Does not apply — you are not an employee for HR purposes |
| Pension contributions | Do not continue automatically (see below) |
| Increment progression | Paused during career break |
| Service for leave entitlement | Does not accrue |
Pension During a Career Break
Your pension is significantly affected by a career break:
- Pension contributions cease during the career break
- The career break period does not count as pensionable service
- When you return, pension resumes from where it left off — the break is effectively a gap in your pension record
- You may have the option to purchase notional service (buy back the career break period as pensionable service) after you return, subject to scheme rules and cost
If you are considering a long career break, it is worth getting a pension projection before you go to understand the impact on your retirement benefits.
Employment During a Career Break
During a career break, you are generally not permitted to take up employment with another HSE employer or any organisation where a conflict of interest would arise. However, the career break policy allows for outside employment in many cases — the key restriction is that you cannot work in a competing or conflicting role without prior approval.
You must inform the HSE in writing if you intend to take up any employment during a career break.
How to Apply for an HSE Career Break
- Speak to your line manager — discuss your intentions early, as operational cover will need to be planned
- Submit a written application to your manager and HR — include the proposed start and end date, reason for the career break, and confirmation you understand the terms
- Management review — your manager and HR Business Partner assess the application against service needs
- Written decision — you receive written notification of the outcome (approval or refusal with reasons)
Applications should ideally be submitted at least 3 months in advance of the proposed start date, though earlier notice is better for both you and the service.
Returning from a Career Break
Before your career break ends, you must notify your manager and HR of your intention to return. The key rules are:
- You are entitled to return to your original grade and equivalent post (not necessarily the exact same role)
- You give the HSE minimum notice of your return — typically 4–8 weeks (check your career break approval letter for the exact requirement)
- If you do not return at the agreed date and do not arrange an extension, you may be considered to have resigned
Career break extensions must be applied for in advance, before the current break period expires, and are subject to management approval.
Impact of Career Break on Future Leave and Increment
When you return from a career break:
- Your annual leave entitlement is not affected (it is based on service, and the career break period is simply excluded)
- Your increment date will be adjusted — the career break period does not count toward increment progression
- Your seniority for promotion competition purposes may be affected, as some competitions consider service reckonable — check the specific competition criteria
PART 2: HSE SHORTER WORKING YEAR SCHEME
What Is the Shorter Working Year Scheme?
The Shorter Working Year (SWY) scheme allows HSE employees to work fewer than their contracted hours for a defined period each year, in exchange for a proportional reduction in pay. Unlike a career break, you remain a fully employed HSE employee during SWY.
The scheme is designed to allow employees to take extended periods of unpaid leave (typically in blocks) while spreading their pay across the full year. It is sometimes informally called “term-time” working, though it can be used outside school term patterns.
How the Shorter Working Year Works
Under SWY, you agree to work for a reduced portion of the year — for example, 46 weeks out of 52 — and your salary is adjusted proportionally. In practice:
- Your annual salary is calculated based on the proportion of the year you work
- You receive this reduced salary spread equally across all 12 months (or all pay periods)
- The weeks you are not working are unpaid leave, but pay is “smoothed” so you receive a consistent amount each month
Example:
A nurse on €50,000 per year takes 6 weeks SWY leave. She works 46 of 52 weeks.
- Percentage of year worked: 46/52 = 88.46%
- Annual pay received: €50,000 × 88.46% = €44,231
- Monthly pay: €44,231 ÷ 12 = €3,686
The nurse receives €3,686/month year-round, but takes 6 weeks of unpaid leave at an agreed time.
Eligibility for the Shorter Working Year
Eligibility criteria mirror those for the career break:
- Completed probationary period
- Permanent or long-term post
- Not subject to active performance or disciplinary proceedings
- Management approval required — operational requirements are considered
The SWY scheme is available across all HSE grades and employment categories, including part-time workers (the reduction is applied proportionally to your contracted hours).
When Can SWY Leave Be Taken?
The timing of SWY leave is agreed between you and your manager. Common patterns include:
- School holiday periods — aligning leave with children’s school holidays
- Summer block — taking several weeks in July/August
- Split blocks — dividing unpaid leave across different periods in the year
The HSE will consider your preferred dates, but operational needs take priority. Some departments may restrict SWY during peak periods.
SWY and Annual Leave
Annual leave continues to accrue during the periods you are working, but does not accrue during SWY leave weeks. The SWY arrangement is in addition to — not instead of — your annual leave entitlement.
SWY and Pension
Like the career break, unpaid SWY leave weeks do not count as pensionable service. The weeks you are working do count.
Pension contributions are calculated on the salary you actually receive (the proportionally reduced salary), not your full salary. Over many years on SWY, this could have a modest but noticeable effect on your pension accrual.
How to Apply for the Shorter Working Year
- Discuss with your manager — confirm interest and proposed dates
- Complete the SWY application form — available from HR or the HSE intranet
- Submit to HR — HR will review eligibility and confirm the financial calculations
- Written agreement — you receive a formal written confirmation of the arrangement, including the revised pay calculation
Applications should be submitted well in advance of the intended leave start — most HR departments recommend at least 2 months’ notice.
Career Break vs. Shorter Working Year — Key Differences
| Feature | Career Break | Shorter Working Year |
|---|---|---|
| Duration | 6 months – 5 years | Weeks per year |
| Employment status | Suspended (on leave) | Fully employed |
| Pay | None | Reduced (proportional) |
| Annual leave accrual | Does not accrue | Accrues during working weeks |
| Pension | Pauses | Reduced contributions |
| Management approval | Required | Required |
| Return to work | Guaranteed at original grade | Continuous employment |
| Best suited for | Extended time away | Flexible annual schedule |
Frequently Asked Questions
Is a career break a right in the HSE?
No — it is a discretionary benefit. Management must approve all career break applications, taking operational needs into account. Refusal is possible but should be explained in writing.
Can I extend my career break?
Yes, subject to management approval. You must apply for an extension before your current break expires.
What happens to my pension during a career break?
Pension contributions cease and the career break period does not count as pensionable service. You may be able to purchase the break as notional service when you return.
How much notice do I need to give to return from a career break?
Check your career break approval letter — typically 4–8 weeks’ notice of your intention to return is required.
Can I take the Shorter Working Year in any weeks I choose?
Your preferences will be considered, but the final agreed dates are subject to operational requirements and management approval.
Does the Shorter Working Year affect my sick leave entitlement?
Your sick leave entitlement under the public service scheme is based on your contracted grade and service — SWY does not reduce your sick leave entitlement thresholds, though any sick leave during SWY working periods is treated normally.
Can part-time employees apply for SWY?
Yes — part-time employees can apply, and the reduction is applied proportionally to their contracted hours.
Disclaimer: This guide is for general information purposes. Career break and Shorter Working Year terms are governed by your HSE contract, departmental policy, and the relevant DPER circular. Always confirm your specific entitlements and implications with your HSE HR Business Partner before applying.
