Subject: Question About FMLA Leave During Unexpected Secondment
I’m currently in my second year in a transactional role, and I’ve met my hours and even received a special bonus for last year. However, I’ve felt a bit out of sync with my colleagues and have been slower in my work since late January.
Today, I was informed that a major financial client has requested a junior secondee, and I’ve been selected for the role. I’m uncertain about how this secondment could impact my career, especially since the client work may not align with why I joined the firm. I’m also concerned about whether this move is an indication that I’m being pushed out, or if returning from the secondment would leave me feeling even more isolated.
I don’t feel comfortable saying no, but I have some upcoming medical issues that will require short-term FMLA leave. I’m torn about whether to mention this now. On one hand, I’m worried that disclosing my need for leave might result in them deciding not to send me at all, potentially leading to my departure from the firm. On the other hand, I’m also concerned about the implications of taking leave during a secondment. What should I do?
2 Responses
It sounds like you’re navigating a challenging situation with your potential secondment and upcoming medical leave. Here are a few things to consider as you weigh your options:
Understand Your Rights: The Family and Medical Leave Act (FMLA) protects your job when you need to take leave for medical reasons, as long as you meet the eligibility requirements. If you are considering taking FMLA, familiarize yourself with your rights and how they may apply to your situation.
Weighing the Secondment Opportunity: Take some time to reflect on the potential benefits and drawbacks of the secondment. While it could open new doors and provide valuable experience, it’s also valid to be concerned about how it aligns with your career goals. Consider discussing these implications with a trusted mentor or colleague.
Timing of Your Disclosure: If you think the secondment could be beneficial, it might be worth discussing your medical leave transparently with your supervisors. However, that’s a personal decision. Employers cannot discriminate against you for taking medical leave, but it’s possible that your upcoming leave might influence their decision about the secondment.
Career Implications: If you decide to take the secondment, try to integrate the experience into your career trajectory. Consider how this opportunity might expand your skill set and visibility within the firm, and approach the secondment with an open mind.
Planning for Medical Leave: If you do have to disclose your upcoming leave, be prepared to discuss how your work can be managed during that time, whether it’s creating a transition plan or offering to assist in the process leading up to your leave.
In the end, trust your instincts about what feels right for you. Your health and well-being should be a priority, and it’s important to advocate for yourself during this time.
Thank you for sharing your thoughts and concerns regarding this situation—it’s definitely a challenging position to be in. It’s understandable to feel conflicted about the new secondment, especially when you’re navigating personal health issues alongside your career development.
From a professional perspective, it might be helpful to approach this situation by communicating openly with your supervisor or HR department. Expressing your concerns about the secondment and its potential implications for your career trajectory can provide clarity both for you and for them. You might find that they have support systems in place for employees facing similar issues, or they may offer flexibility regarding your upcoming medical needs.
Regarding your FMLA leave, it’s important to remember that this is a legal entitlement meant to protect your job during your recovery. If you believe that your time on the secondment may directly affect your ability to fulfill the responsibilities of your role or manage your health, being upfront about your situation may actually safeguard your position. Human resources professionals are often equipped to handle these conversations delicately, and they can help clarify how both your FMLA leave and the secondment can be managed without sacrificing your career or health.
Additionally, this could also be a great opportunity to explore how this secondment aligns with your long-term career goals. Being proactive in seeking roles that excite you, even those outside of your initial focus, can be a way to diversify your experience and skill set, which may ultimately enhance your standing in the firm.
Wishing you the best as you navigate this situation! Your health