Short-term leave can refer to time off work for up to three months, and can be for illness, vacation, or personal reasons. Legislation may protect a person’s right to take leave for certain circumstances, but most short-term leave is unpaid. Some companies may grant short-term leave for professional gain, but not all employees are eligible for employment protection. It is advisable to speak to an employer to secure a job before taking leave.
Short-term leave refers to time off work for a period of time generally no longer than two to three months. The exact time spent and how companies define short term varies, and some companies define it as taking time off for illness or vacation. Usually, a distinction is made between leave of absence and normal short breaks or sick breaks. Leave most often refers to taking unpaid leave of absence.
In some countries, legislation protects a person’s right to take leave and keep a job, under certain circumstances. Those who take leave after the birth or adoption of a child will often have a sheltered job, as long as the leave does not extend beyond the point defined by law. In most cases, when a mother or father takes this form of leave, they do so without getting any kind of pay, unless they have accrued vacation or sick time. Some countries have generous maternity benefits and may provide short-term paid leave, but these are the exception. Most new moms or dads need to determine how much leave they can afford to take.
Legislation could protect people’s work during short-term leave in other defined circumstances. These could include if a person faces a serious illness or if a close relative such as a parent, spouse or child is seriously ill. Some companies would grant such leave regardless of national laws, but some countries have found that legislating on the matter benefits employees, who cannot always depend on employers to generously grant the leave.
Short-term leave for professional gain is sometimes granted. A person may have the opportunity to attend a class, participate in a short research project, or travel to a location that values their professional qualities. In this case, especially in the university system, a short-term leave could be referred to as a gap year. Sabbaticals may be longer in duration, lasting for a year or more, but sometimes a professor will only take a quarter or semester, which may be considered short-term. Whether a professor is paid or has the right to keep his job would be a question of working conditions.
Some people have to take short-term leave that is not for professional gain and are not eligible for any form of employment protection. In these circumstances, it is still advisable to speak to an employer to see if housing can be set up to secure a job. It costs money to hire and hire new employees, and if a job does not need to be filled in an employee’s absence or is easily filled by a temporary employee, employers may be interested in retaining the worker despite the need for time off. When this isn’t possible, it’s still advisable to be upfront and willing to take time off, as an employer may possibly send the employee back when they return or at least will recommend them positively to other employers.
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