3 things HR can do to support returners from long term leave



Whether an employee has just returned from maternity leave, additional paternity leave or a career break, a lengthy absence from work can be tough for the individual – and the business.

There are various ways in which HR can support returners from long term leave.

Consider supporting your employees by:

1. Encouraging returners from long term leave to reflect on the changes to their personal lives and how these may now impact their work.

For example:

  • Have my values changed? What’s important to me now?
  • What are my personal and professional priorities this year?
  • If I am now a carer of children or relatives – can I develop a support network and contingency plans to help me?
  • If I am working flexibly now, what changes do I need to make to my time and self-management skills?

2. Support returners from long term leave by encouraging them to reflect on the changes to their personal lives and how these may now impact their work.

For example:

  • Suggesting an early meeting with the employee’s manager and team to establish what has changed since the employee has been away. This will then enable them to create a catch-up plan. Consider:
  • New people
  • New manager
  • New systems
  • New structure
  • New strategy
  • New culture….?

3. Seeing their return to work as an opportunity to reflect on the employee’s role and future direction. This may be the only lengthy period of absence from working life – so grasp the opportunity that a fresh perspective brings to personal confidence and team productivity!

Consider:

  • What elements of my job do I love?
  • What do I dislike?
  • What are my strengths and weaknesses?
  • What have I learnt from my break from work that I can apply on return?

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