Why returnship programs should be the future of workplaces

Ever wondered what it would be like to return to work after a long break? Whether it's due to parenthood, caregiving, or other personal reasons, the idea of re-entering the workforce can be daunting. But what if organisations transform these challenges into strategic advantages? Here’s the thing: Returnship programs could be the answer. These programs, designed to help people transition back into the workforce after extended leaves, are not just about giving employees a "second chance"; they are about leveraging an untapped pool of talent and diverse perspectives that can drive innovation and growth in ways that organizations often overlook enabling caregivers to succeed

Returning to work after an extended leave isn’t just about getting back to ‘professional life’. People often have to juggle between daycare drop-offs that cut into their morning commute, attending late meetings, missing significant moments like their child's first steps, and dealing with childcare costs. For caregivers, it’s navigating the fine line between being there for a loved one and fulfilling professional obligations. The financial strain of childcare costs can also feel like an added weight on top of everything else. Yet, many companies still fail to grasp the full scope of these challenges. Returning workers often have to re-navigate a system that wasn’t built for them, or worse, they have to deal with the unspoken stigma of being “out of the game” for a while.

Here is where empathy plays a role. Workplaces need to move beyond vague promises and start offering clear, tangible support: flexible work arrangements, work-from-home options, subsidised childcare, and even on-site daycare facilities. Childcare should no longer be viewed as a personal issue—it’s a collective necessity that impacts every worker. Offering solutions like flexible schedules or on-site childcare isn’t a “nice to have” anymore; it’s a business imperative that impacts employee productivity and retention. 

It’s Not Just About “Being Nice” - It’s About Business Strategy

Support for returning workers isn’t just the right thing to do, it’s also a smart business move. When companies get returnship programs right, they are not only helping employees navigate significant life transitions, but they’re also setting themselves up to gain the benefits of a more diverse and innovative workforce. People who’ve had the chance to step back, recalibrate, and gain new perspectives often bring a wealth of creativity and resilience to their roles when they return. That experience is invaluable.

Companies can actively counter the "stalled career" narrative that drives many professionals away from the workforce by ensuring that parental leave does not hinder career progression. Returnship programs challenge that narrative by offering structured pathways that ensure caregivers can continue to climb the professional ladder without penalty. It’s about offering a framework that makes it clear: your career doesn’t have to end just because life took you in a different direction for a while. Interconnected programs form an ecosystem designed to tackle the caregiver penalty. By integrating structural solutions with cultural shifts, companies can demonstrate how workplaces can evolve to serve all employees better. 

When organisations provide robust support for workers returning from parental leave or caregiving duties, they not only make a moral statement, they make a strategic one. It says that they value workers as people, and they understand the need for flexibility and empathy.

The Big Picture: Changing the Culture

Creating inclusive workplaces is an ongoing process of trial and improvement, shaped by continuous feedback and evolving needs. No single solution is definitive. Policies should adapt to meet employees' changing needs, guided by their insights and experiences. Clear communication is vital, and employees need to know what policies exist, trust them, and see them applied fairly.

Businesses must also recognise that even the most progressive policies can, and likely will, sometimes fall short. We must be willing to listen and adapt, keeping humanity at the core. A more inclusive future depends on deliberate change. Returnship is not just an "HR platform" but a strategic opportunity to support individual employees' diverse needs and ambitions. By focusing on the interplay between personal needs and systemic change, we can redefine what workplaces can and should be.

A change comes in when we don’t just talk about returnship programs as if they’re some nice-to-have perk for employees who happen to take time off. Let’s start seeing them for what they truly are: a strategic opportunity for businesses to align their values with the needs of the modern workforce and build a more inclusive, sustainable future.