Is it ok to ask my manager for a long leave?

Some situations in life demand our presence and would be meaningless to have a great job that steals all their precious moments. It can be spending time and nursing our beloved parents who are critically ill or taking care of our newborns. We may be confused about whether we need to leave or job, or ask long leave, or in worst case arrange alternatives.

Whether you have decided to quit or go with alternatives, it's always better you actually ask your manager for a long leave before doing so. However, you need to carefully evaluate certain criteria, prepare answers for some questions and then do the same. Let's look at questions that can help second our plea.

How much value do I / have I added to the organization?

It's likely a highly valuable resource plea will be considered carefully. So, analyze your worth in the organization, and how much efforts you have put into. This will help you understand yourself if you deserve the long leave!

How long have I worked with them?

When you have been with an organization for years, you will have more advantage of getting approval as you may have accumulated your leaves. Even otherwise, you deserve a long leave for your loyalty to the company (only if you haven't been wiling away time all the years)!

How long am I going to request for leave?

This is the crucial aspect. If you are requesting for 30-45 days, there are higher chances of you being granted the leave. It only becomes a problem when you want a break of more than 2-3 months (depending upon your company).

What is the purpose of the leave? Is it an emergency?

If you're going to mention "I am planning a 3 month vacation to the Bahamas!", your manager isn't going to respond "Hell yeah! That's a great plan!! When are you leaving?". That's something you should do using your available annual leave and at the appropriate time of the year. So, validate your purpose and see if it is an emergency worth taking advantage of, instead of a hike or promotion.

Do I already have the required leave as per company policy or is it going to be exgratia?

Though it doesn't mean you are going to be granted an approval immediately if you have a set of unused leave at your disposal, it is better to check to understand how long are you officially deserving as per the policy. Work out how much of unused leave you have, and what is the period of exgratia you are demanding.

Am I awaiting a promotion?

In many MNCs, regularity is required to promote you. Though you see many folks who take vacations get promoted in the quarter, a long leave isn't the same. So, if you are nearing your promotion, a long leave is a red flag. You need to again gain trust from your then coworkers to go for the promotion. So, think over it before you even put out your request. Or discuss about your promotion first, and then about your leave. You can at least understand what was on your manager's mind in that case.

Am I willing to take a non-paid leave?

If it is an emergency and you need a long leave, or you think you need a break because you feel you have burnt out, the psychology is that you would be ready to take a non-paid break. But, if your purpose isn't serious, or you just want to get maximum benefits from the company you wouldn't be much ready. Also, your employer can only help you as much as the value you have given to the organization. So, prepare your answer to this question before you meet your HR.

Am I willing to quit the job for the required leave?

Not all companies and company policies are flexible enough to give you paid or unpaid breaks. So, what do you plan to do then? Quit or just lose the idea of the long leave? Prepare a decision tree mentally to help you make the right decision based on your conversation. If your HR or manager signals you to resign, be sure they are not seriously thinking of helping you. So, this is when you bring up the value you have contributed and let them know diplomatically that you actually deserve some help.

How will my current priorities be taken care of?

You are the best person to know the depth of your priorities, their status, deadlines, and how it can be handled. if you are working on a high priority project, see who has the knowledge and skills to shadow you in your absence, without affecting the quality and timelines much. You can propose the backup plan if asked, or at least remind your manager of your priorities so that it doesn't seem like you don't care about your work.

What's my plan for my reporters during my absence (in case of people manager)?

It's more challenging as a manager. You need to look into your reporters' promotions, projects, and hiring. See who can help you with the promotion process of your reporters so that they needn't wait until you are back. If your leave gets approved, work with IC managers such as Program Manager and Product Manager to look after their projects and ask your manager to shadow your reporters in your absence for any escalations.

Can I support occasionally from home in case of official emergencies?

Yes, we understand it's your long leave and you are not responsible for events happening in the interim. But there are teams that are fast-paced and more agile, with heavy workloads. Hence, see how you can help from home. This will show your moral responsibility and loyalty for your job, and will also help your manager grant you leave again in the future if required.