Returning to work after a career break is a journey filled with uncertainty. Many women feel lost, unsure of where to start, or unaware of how their skills translate into today’s job market. Self-doubt creeps in. Do my skills still matter? Will employers see my value? And with the added pressure of finding a work-life balance, the road back to employment can feel overwhelming.
One of the biggest barriers to re-entering the workforce is childcare. The cost alone can make working seem counterproductive, especially if the salary barely covers nursery or after-school club fees. Although there is a growing movement, and men are increasingly taking on responsibility for childcare, it still falls disproportionately on women.
In the UK, flexible working policies have undergone significant changes, particularly with the implementation of the Employment Relations (Flexible Working) Act, which came into force on April 6, 2024. Despite these legislative advancements, some employers maintain rigid stances on flexible working, making it difficult for mothers to balance career and home life. The post-pandemic push to return to the office has only amplified these struggles, leaving many women at a disadvantage.
Career-building opportunities for women returning to work
Thankfully, there are growing initiatives designed to help women reintegrate into the workforce:
- Returner Programmes: These structured schemes, often run by major organisations, provide mentoring, training, and short-term placements to ease women back into professional roles.
- Upskilling and Reskilling Courses: Many online platforms and government initiatives offer free or affordable training in digital skills, leadership, and industry-specific qualifications to help bridge skill gaps.
- Networking and Professional Support Groups: Connecting with organisations such as Women Returners, professional mentoring groups, or LinkedIn communities can provide guidance and job leads.
- Self-Employment and Entrepreneurship: Some women find that starting their own business or freelancing offers a viable and more flexible alternative to traditional employment.
Common barriers for women returning to work
While opportunities exist, significant barriers still prevent many women from successfully re-entering the workforce:
- Employment Gaps and Confidence Issues: A career break can make some women feel they’ve ‘fallen behind.’ Highlighting transferable skills gained during this time—such as organisation, problem-solving, and time management—can boost confidence and show potential employers the value they bring.
- Unclear Career Direction: Many women returning to work feel uncertain about their career path or how their skills apply to new roles. Career coaching, online assessments, and professional workshops can help identify potential job opportunities.
- The Cost and Availability of Childcare: Many women are forced to seek part-time or flexible work because of exorbitant childcare costs. Advocating for better workplace policies, exploring tax-free childcare schemes, and seeking employers who genuinely support working parents can help navigate this challenge.
- Lack of Genuine Workplace Flexibility: While many organisations claim to be ‘family-friendly,’ rigid policies still dominate. Researching a company’s culture, asking about flexibility during interviews, and networking with current employees can provide insight into whether an organisation truly supports working mothers.
How to request flexible working in the UK
For many returning mothers, flexibility is non-negotiable. Under UK law, employees have the right to request flexible working arrangements from the first day of employment. Types of flexible working requests can include
- Part-time hours
- Job sharing
- Remote or hybrid working
- Compressed hours (full-time hours over fewer days)
- Flexitime (choosing start and finish times within set limits)
- Term-time working (working only during school terms and time off during school holidays
- Annualised hours (working hours are spread across the year, rather than following a fixed weekly schedule)
To make a strong request:
- Submit a Formal Written Request – Clearly state the type of flexibility you need and how it benefits both you and the employer.
- Make a Business Case – You are not required to explain the potential impact of your flexible working request on the employer. However, demonstrating how flexible working can enhance your productivity, wellbeing, and long-term retention can help support your request and strengthen your case.
- Be Prepared to Negotiate – Employers may propose alternative arrangements, so be open to compromise.
- Know Your Rights – Employers must fairly assess requests and can only refuse on legitimate business grounds.
Your workplace rights in the UK
Understanding your rights is crucial to ensuring fair treatment in your return to work:
- The Equality Act 2010: Protects against discrimination based on gender, age, or parental responsibilities, ensuring equal opportunities in hiring, pay, and promotions.
- Employment Relations (Flexible Working) Act 2023: Right to request flexible working arrangements from the first day of employment.
- Parental Leave and Pay: Statutory maternity, paternity, and shared parental leave provide financial support and time off to care for a child.
- Time Off for Emergencies: Employees have right to take unpaid time off for emergencies involving their children.
Final thoughts: Empowering women to return to work
Re-entering the workforce after a career break is a significant transition, but with the right support, knowledge, and resources, it can be a fulfilling one. Whether you’re looking for a returnship programme, advocating for flexible working, or exploring new career directions, understanding your rights and options will empower you in this journey.
While policies on paper suggest that workplaces are becoming more inclusive, the reality often tells a different story. It’s time for employers to move beyond token gestures and genuinely support all employees. Until then, everyone must continue to push for change: challenging outdated norms, demanding genuine flexibility, and reshaping the workplace for future generations.
Feeling inspired? Head to our Challenge for Good calendar and visit the Stronger Together Challenge to join us in celebrating International Women’s Day!
About the Author: Marielza Bradshaw
Marielza Bradshaw is an experienced HR professional with expertise in employment relations, leadership coaching, and organisational change. In “Women Returning to Work,” she shares valuable insights to support women navigating their return to the workplace.
This blog provides general information and discussions about health, wellness, career, and parenthood. The information shared is for informational purposes only and is not intended to replace professional advice of any kind, including medical, health, career, financial, or legal advice. Always seek the guidance of a qualified professional regarding any questions or concerns you may have.
We only promote products, services, and resources that we genuinely believe are beneficial. Still, we encourage you to research products independently and consult a professional if necessary.
Some of the links on this blog are affiliate links, meaning we may earn a commission if you make a purchase through them, at no extra cost to you. This helps support our work and allows us to continue sharing valuable content.
For the full website disclaimer, please visit the Terms and Conditions page.
For the full affiliate disclosure, please visit the Affiliate Disclosure page.
