The topic of returning to the office is more under the spotlight than it ever has been. With millions of workers having taken a time-out thanks to the turmoil of a global pandemic, there is a distinct focus on how organizations can create a soft, comfortable and cushioned landing for workers transitioning back from leave to a perhaps unfamiliar environment.

The landscape of office working has shifted substantially during the 18 months they have been away; which leads to my question of, how can we support those who have been out of the office for extended, longer periods of time?

This doesn’t just include those who made the choice to stay home and raise their children (like myself), but also those who are perhaps returning to work after an illness or other unexpected life events.

Returning to work can boost your mental health

Returning to work after taking time out to raise a family is no easy feat – and I speak from experience. As a stay-at-home mom for 15 years, when the time came for me to get back into the groove of the corporate working world, I floundered. What was my purpose? Would I be able to master the technology again? Was I still able to act with the confidence I had previously?

To be entirely honest, when my children reached their teenage years, I had lost my purpose. I worried about things that were out of my control, and I had little belief in myself and my capabilities.

However, thanks to the support of my colleagues and leaders, upon returning to work I found that my confidence and clarity soon returned. In an efficient eco-system where all employees contributed and collaborated, I was able to overcome – and enjoy – the challenges of my working life once more.

Yes, technology had most certainly moved on, but this allowed me to broaden my horizons and strengthen my skill set. Thanks to the diversity in thought processes and problem-solving, I was also able to offer my insight and input from an alternative angle that my colleagues hadn’t considered, too.

Mind the gap

There’s still a hurdle that many of us need to get over though, particularly employers. When you see a gap in a resumé, what’s your immediate reaction? In many cases, employers overlook candidates with gaps or see them as a red flag.

While there’s usually a very valid reason – and the pandemic will hopefully make us look at resumé gaps in a less severe light – there are things you can do as both an employer and a candidate to bridge the gap.

Candidates can use a summary statement to tie their resumé together. While you don’t need to go into detail about why you weren’t working, you could succinctly explain how you came to be at this point in your career. Additionally, play to your strengths. Was there anything you did in your career time-out that would bring benefits to the role you’re applying for?

Employers might need a bit of a change in mindset. Disregarding candidates because of a gap might mean you’re disregarding high-performing talent. It’s important to understand that time out from work is natural for many people, especially women, and perhaps the things that someone chose to do during their gap will make them a better employee or give them the advantage of outside perspective.

What to expect from an employer when returning to work

A crucial thing that any employer can provide someone returning to work after an extended period of absence, no matter the reason, is support coupled with understanding. With gentle encouragement and consistent guidance, a returning worker will be ready once more to step outside their comfort zone and excel in their environment.

Having a dismissive attitude to those who have been away from work for longer periods of time could be a colossal mistake. Individuals who have taken time away from work to raise a family or overcome an illness are likely to have enhanced resilience and a fresh, motivated attitude that will bring strength to an existing team and provide an alternative perspective when faced with a variety of challenges.

As well as adding to the diversity and inclusion of a workforce, it will also build the individual’s confidence and growth, making it a win-win for both employer and employee.

What can employers do for a returning worker?

Where an employee is returning to work after an extended absence, there should be a procedure in place that carefully and considerately covers all scenarios. This should include:

For further insights and information about recruiting and supporting employees after extended absences, please get in touch with me.