Returning to work after a period of time off, such as maternity leave, a mental health break, or sick leave, can be daunting for employees. Employers may also be underprepared for how to welcome these employees back into the workplace.
In order to help individuals re-enter the workforce, the government has created guidance specifically for employers. This a great opportunity for those people that may have had a career break due to childcare or other responsibilities and now wish to return to work.
The guidance helps employers understand the different types of support they can offer, plus policies and best practice which are available to help create an inclusive working environment.
These common-sense policies not only benefit those returning to work, but also make good business sense too. They include flexible working, mentoring schemes, and dedicated support networks.
Government information campaigns advise job seekers of their rights, provide training courses and job search advice to equip them in being successful at finding employment while staying true to their commitments outside of work.
With this support in mind, it is important that employers use the appropriate guidance available as this could be a key factor towards helping people return successfully and productively back into the workforce.
Employers
As employers, it's important to recognise the valuable skills and experiences that returners bring to their roles and the workplace. With the right attitude, developing strategies, and support systems, employers can create an environment in which returners feel welcomed and engaged.
To encourage a successful transition back into the workplace, employers should offer flexible working options seamless onboarding processes, individual mentoring as needed, and undertake a comprehensive ‘return-readiness’ assessment of current job roles. Furthermore, providing upskilling opportunities is highly beneficial for both returners and organisations alike. By offering additional training, development, or access to industry-specific qualifications to make returners more comfortable in their new positions.
Additionally, giving returners an opportunity to broaden their knowledge within the sector may serve as an incentive for staying. Mentoring from senior colleagues can help ensure returners stay reassured throughout the transition process – from recruitment through to when they establish themselves in their role. Communication between employer and returner should be full two-way interaction – enabling both parties to work together on ensuring a successful transition back into work.
Resources for employers:
Women Returners
Women Returners is an organisation which provides consulting, coaching, and networking services to help female professionals return to work after taking a career break. They offer comprehensive support through their Professional Network, an online resource hub that provides free advice, information, and inspiration for those on a career break. Furthermore, Women Returners have pioneered the introduction of ‘returnships’ into the UK as well as introducing the “supported hiring” concept for organisations looking to offer opportunities for returning professionals.
Organisations looking to create beneficial returner programmes can find guidance from Women Returners’ experienced team who can design and implement bespoke initiatives according to the needs of each business. Companies that take advantage of Women Returners’ approach will benefit from bringing skilled workers back into the workplace while providing returning professionals with necessary support and resources to successfully re-enter their profession.
Timewise
Timewise is a social consultancy dedicated to unlocking the flexible jobs market and offering people the flexibility they need in their jobs. Through their research, best-practice guidance and up-to-date insights, Timewise helps employers create workplace cultures that are open to flexible working arrangements. They provide both individuals looking for job opportunities and employers with the information they need to make informed decisions about their workplaces.
The business benefits of having a flexible workforce are numerous and include increased productivity due to improved employee wellbeing, less money spent on recruitment process expenses, improved talent acquisition and retention, and improved customer service satisfaction levels.
Additionally, an organisation that adopts a flexible working model typically attracts diverse talent which is advantageous for companies seeking innovation. For further resources and information on the advantages of having a flexible workplace culture, please visit timewise.co.uk or timewisejobs.co.uk – you won’t be disappointed!
Employees
Returning to work after an extended absence can be a daunting experience. In preparation, you can try some simple things to make your return easier. Staying in touch with colleagues helps, especially if you have questions regarding policy changes during the time you are off work.
On top of that, staying up-to-date with news from the workplace by reading staff newsletters or getting regular updates ensures that you are well-informed of any new developments at work before stepping back in.
Lastly, it can also be a good idea to visit work before officially resuming and re-familiarise yourself with the workplace and say hello to your colleagues - giving yourself time to adjust without being rushed. Overall, these small strategies could allow for a smoother transition period upon returning back to work.
Preparing to return to work after sickness
Before you plan your return to work after an extended period of sickness, it is important to consult with a healthcare provider. This will involve visiting your doctor in order to assess whether or not you are fit and able to undertake the duties of the job. A healthcare provider should provide a Fit Note which reflects their opinion on your fitness for work, as well as any adjustments that could be implemented by the employer to support you and enable you to return successfully. It is essential that the right advice is taken in order to ensure smooth integration into your role and avoid complications down the line.
The UK Government website has more information about Fit Notes and how they can help employees who are returning from ill health or long-term sickness. To ensure that any transition back into work goes as smoothly as possible, it is wise for employees to discuss their return with relevant parties such as their employer and/or GP so that everyone involved understands and agrees upon expectations going forward.
Taking this preliminary step can make a huge difference when planning for a successful return, allowing for realistic goals about job performance before reintegrating fully into the working routine.
Returning to work after a break for your mental health
The transition back into the workplace after a mental health problem can be difficult, and it’s important to make use of any support that is available. In order to stay well, it may be beneficial to create a plan for the return with your manager, which should include details about what you need to do and when. This not only gives health but also provides a form of structure in the work setting. It might also help to arrange a meeting with your manager regularly so that you can talk about how you are getting on.
It is also important to catch up on any training that you have missed during your illness. Although this may be difficult due to memory recall issues, having access to support materials and guidance from colleagues can help significantly throughout this process. Additionally, talking with HR or the occupational health team may provide extra helpful resources such as online guides or interactive coaching programmes that could assist during this further transition period.
It’s important to take the time you need before planning to return, as it is a big milestone in the recovery process. There are important considerations to make before committing to a return date; such as assessing your work environment, reviewing your support network, and talking through any worries with a friend or family member.
Returning to work after maternity leave
Returning to work after maternity/paternity leave can be particularly challenging for employees. It's important for employers to be understanding and supportive during this transition period. Employers should communicate with the employee before they return to work to discuss any concerns or questions he/she may have. They should also provide flexible work arrangements, such as part-time or telecommuting options.
Employees returning to work after maternity leave should take it slow and ease back into their work routine. It's important to prioritise self-care and communicate with colleagues and supervisors about any challenges or adjustments that need to be made.
Employers can also support employees returning to work after maternity/paternity leave by offering resources for child care. This can include on-site child care, child care subsidies, or referrals to reputable childcare providers. Providing support for child care can help alleviate some of the stress and logistical challenges that come with being a working parent.
It's also important for employers to offer paid parental leave and flexible scheduling for both mothers and fathers, as this can help promote work-life balance and gender equality in the workplace. Overall, employers should be proactive in supporting their employees during the transition back to work after maternity leave to help ensure a smooth and successful return.
Prioritise your wellbeing
Maintaining good mental health is an essential part of thriving in the workplace. Unfortunately, many workplaces don’t prioritise mental well-being, which can leave employees feeling overwhelmed and exhausted. That’s why it’s important for employees to take steps to ensure that their day-to-day office activities are contributing to their overall mental health.
There are several strategies you can use to practice positive self-care at work and boost your emotional well-being. Make sure to prioritise sleep and rest, even if it means limiting after-hours work or asking for help from colleagues when tasks become too demanding. Flexible working arrangements or changes in workload may be possible too – always talk to your manager about any adjustments that could help you maintain a healthy balance between home and professional life.
If you experience poor mental health and burnout, you should consider seeking professional counseling or therapy outside of the workplace– there are plenty of online platforms which are easily accessible and provide confidential support services. Keeping up with regular exercise, eating well, drinking plenty of water, and unplugging from electronic devices at least one hour before bedtime can also help you create healthy boundaries within your working routine.
In summary...
Returning to work can be a difficult and even daunting prospect. Many people worry they won’t be able to cope or overthink what colleagues may think/say.
Preparing yourself for the transition back into your job is imperative for success. To ensure that you don’t feel overwhelmed when returning, it’s worth thinking about how much work you can realistically handle at one time- start slow! Speaking with your employer prior to your return is a good idea, as they can provide any additional assistance needed during this period of adjustment. You may also wish to discuss workplace adjustments that could be beneficial as you settle back into life in the office, such as flexible hours or reduced commitments until you have found your feet again.
Get in touch!
If you are returning to work or are looking to grow your team, get in touch. We would be happy to have a chat about your requirements to see how we can support you.
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