A returnship is a specially designed programme to support people returning to work after a long break (typically 2 years or more) which are fully supported to help the returner back to permanent employment. There are many forms of returner programme, including return -to- practice and retraining programmes. Typically, the programmes are designed for mid-to-senior roles.

There are two types of Returner programme. 

A ‘returnship’ is a fixed term contract for experienced hires, with a strong likelihood, but no guarantee, of an ongoing role at the end of the programme, if the placement period goes well for both sides. A cohort of typically between 10 -20 returners are taken through the programme. 

A ‘supported hiring’ programme involves hiring individual returners directly into permanent experienced hire roles.

Returners are defined as people with existing work experience who have taken an extended career break typically for 2+ years for caring or other reasons and who are either economically inactive or now working in lower paid, temporary or part-time work or in home businesses or freelance roles. Returners can be male or female but are predominantly women.

The answer is yes. The largest ‘brain drain’ of talent from an organisation is from mid to senior female managers who leave work due to the inability to integrate work into their lives (typically due to caring responsibilities). Returnships they are a brilliant way to support this talent pool back into the workplace and. Also to attract talent that has had to leave the work force due to an illness or disability. 

They are typically for 6 months but can be as short as 3 months. During that period the returners are provided with on-the-job experience and training, as well as coaching and mentoring. This process ensures that the returnee is fully supported throughout, as well as helping line managers get the best out of their people.

There is no requirement to do so, and the returner may not wish to stay after the programme. But it is in everyone’s interests to encourage this option as much as possible. 

Running a Returnship programme is not a ‘tick box exercise’ and to be a success the full buy in from the senior leadership team is essential. You also need the support and to provide training and support to the other the key stakeholders such as the Hiring Managers and Line Managers.

You need to look at this from the perspective of the organisation and the returnee.  For the organisation it’s best to avoid the busy periods of intense workload and for returners it is best to avoid starting a programme at the beginning of the school holidays. Popular times to start running a programme tend to be January, June or September, whilst companies who have more experience running them may do so on a rolling basis. 

It’s vital that the way in which you promote your Returnship programme is as supportive and informative as possible. As it is highly likely that the returners you are looking to attract are feeling nervous about coming back to work, you should factor in the following:

• Keep the application process simple, highly include clear information and offer sufficient time to apply 
• Train the hiring managers to be able to discuss the programme, the salary and the degree of flexibility on offer, from day one of the selection process the programme, the salary and the degree of flexibility on offer.