Returners to Work | WE Talent

There is a group of candidates that many businesses will rely on at some point, yet it is still often overlooked.

Returners to work.

These are professionals who have taken time out of their careers. That might be for parental leave, caring responsibilities, relocation, health reasons or simply a planned break.

They bring experience, perspective and capability. But too often, they are overlooked in favour of candidates with continuous employment.

Time away does not mean capability is lost

One of the most common assumptions in hiring is that time away from work leads to a decline in skills.

In reality, that is rarely the case.

Experience does not disappear because someone has taken a break. What we tend to see instead is a gap in confidence or recent exposure, not a gap in capability.

Many hiring processes still place a strong focus on recent experience, which can unintentionally filter out highly capable individuals.

This is sometimes referred to as recency bias, where what is most recent is valued over what is most relevant.

If hiring decisions are based too heavily on this, strong candidates can be missed.

Most professionals will be returners at some point

It is also worth stepping back and looking at the bigger picture.

Taking time away from work is a normal part of many careers. This is particularly true when it comes to parental leave, but it applies more broadly too.

Returners are not a niche group. They are a natural and important part of the workforce.

For employers, this creates an opportunity to think differently about how experience is assessed and how people are supported when re-entering the market.

What we see in practice

At WE Talent, we have seen first-hand how successful returners can be when they are supported in the right way.

Within our own team, we have had consultants take maternity leave and return successfully into the business. That experience has helped shape how we approach returner hiring more broadly.

In practice, what makes the difference is often quite simple:

Allowing space for confidence to rebuild
Supporting candidates to re-engage with industry changes
Recognising that capability remains, even if context needs refreshing
Offering flexibility during the transition back into work

These are small considerations, but they can have a big impact on outcomes for both the individual and the business.

Flexibility plays a key role

The shift towards hybrid and flexible working has created more opportunities for returners to re-enter the workforce.

We are seeing more openness to:

Part-time positions
Flexible working hours
Remote or hybrid roles
Phased returns to full-time work

One area that is still less commonly explored is job sharing.

Where it is possible, job sharing can work well for both sides. It allows businesses to retain coverage while also opening the door to experienced professionals who may not be looking for full-time roles.

It is not always the right solution, but it is often worth considering.

Why returners matter

Returners bring a lot to a business.

Alongside their experience, they often offer a strong level of commitment and motivation as they re-establish their careers.

They can also bring a different perspective, which can be valuable for teams and wider business growth.

Rather than seeing returners as a separate category, it is more helpful to view them as experienced professionals who may simply need the right environment to step back into.

A more supportive approach to hiring

For many businesses, the opportunity lies in making small adjustments to how hiring is approached.

This might include reviewing how CV gaps are assessed, creating space for open conversations or considering flexibility where possible.

At WE Talent, we often support both clients and candidates through this process, helping to create alignment and ensure expectations are clear on both sides.

Even small changes in approach can open up access to a wider and often untapped talent pool.