From Career Break to Career Boost: The Rise of Return to Work Programs

 

The job market is starting to shift, because of a growing recognition of the diverse needs of the modern workforce, particularly for individuals who have taken career breaks. A recent study revealed that 80% of employers are planning to change their leave policies within the next two years. One of the most significant developments in this area is the rise of returnships —  programs designed to help professionals re-enter the workforce after an extended leave. Returnships are no longer just a niche offering; they’re becoming mainstream, with hundreds of companies nationwide, including about 12% of the Fortune 500 and over 30% of the Fortune 50, now offering such programs. It’s time we explore how these programs are changing the landscape for both employers and Returners.

History of Returnships

Returnships were introduced in the early 2000s as a solution to help professionals, often women, who had taken a break from their careers re-enter the workforce. These programs are similar to internships, providing on-the-job training, mentorship, and a structured learning environment. However, unlike traditional internships, returnships target individuals with prior work experience who have been out of the workforce for one year or more and are looking to return to their careers.

The goal of a returnship is to help Returners transition back into the workforce smoothly, providing them with updated skills and bolstering their confidence so they can succeed in a full-time role. As businesses have recognized the untapped potential of Returners, these programs have gained momentum, with more organizations incorporating them into their talent acquisition and retention strategies.

From Career Break to Career Boost

Many companies see career breaks on a resume and think there’s been a loss of skills. However, experts argue that this is a misconception. Dr. Risse, a researcher in the field, points out that skills don’t “depreciate” as quickly as many assume, and Returners often have valuable experiences and transferable skills that can enhance their future roles. She stresses, “We shouldn’t assume that women need to return to the workforce at roles below their capability. We shouldn’t undervalue their capabilities and experience, even if they might need to brush up on some skills.”

Returnship programs help address this. Programs offer a supportive environment where Returners can refresh their skills, learn new ones, and gain confidence. These programs provide more than just technical training — they help Returners rediscover their professional identity, build a support system, and explore new opportunities. The ability to transition into a full-time role with the right backing and guidance can lead to long-term career success.

Why Employers Should Invest in Returnships

Return-to-work programs like returnships offer significant benefits to both employers and employees by retaining valuable talent and reducing turnover. By providing a structured path for employees to transition back into the workforce, companies can avoid the costs of hiring and training new staff while also benefiting from the rich experience Returners bring.

The demand for career development opportunities is growing, especially among younger employees. A survey found that 59% of millennial employees consider career development a key factor in deciding whether to apply for a job, and 76% of employees are more attracted to companies that offer additional training opportunities. Returnships meet this demand and tap into an underutilized pool of talent. The results speak for themselves:

• Returners experience 40% greater retention rates than other hires
• Returners are 4.2 times more likely to enhance organizational productivity 
• Returners are 4.2 times more likely to enhance corporate culture 

These statistics demonstrate that returnship programs are not just a nice-to-have but a strategic initiative for companies looking to enhance both their workforce and their workplace culture.

Success from ReacHIRE Returnships

The impact of returnship programs is measurable. reacHIRE’s returnship program boasts a 90%+ retention rate. Additionally, participants in the reacHIRE cohort report significant improvements in both confidence and job success:

• 98% of Returners agree that being part of a reacHIRE cohort contributed to their job success
• 96% of Returners felt more confident after reacHIRE’s onboarding program
• 82% of participants transitioned to full-time roles after completing the program

These results showcase the effectiveness of returnship programs in helping individuals successfully re-enter the workforce, with lasting benefits for both the employee and employer.

A career break shouldn’t be a career breaker®. Returnships offer a powerful opportunity to turn time away from the workforce into a career boost. For employers, returnship programs are a win-win: they help fill critical talent gaps, boost retention, and contribute to a more diverse and inclusive workplace. For Returners, these programs provide the support and training needed to transition back into a full-time role with confidence. If your company is looking to tap into this highly skilled and motivated talent pool, offering a returnship could be your next step toward building a more resilient and dynamic workforce.