5 ways to support new hires returning from a career break
Many Australians take a career break at some point in their working lives. Whether to care for family, travel, study, or for health reasons, these breaks can span months or even decades.
Hiring someone coming back from a career break can introduce diverse skills, life experience, and fresh enthusiasm into your workplace. And to ensure a smooth re-entry for new employees into working life, there are certain things businesses can do.
Why you should hire people returning from a career break
Taking extended time away from work is a normal part of many Australians’ lives, especially as we live and work longer than ever before. Almost half of all Australians (45%) have taken a career break, according to SEEK research. The most common reasons were to go travelling (26%), to manage physical health issues (24%), andfor parental leave (21%).
Many people who have been out of the workforce for a while have acquired unique strengths, says Liane Briner, Leadership Coach & Communication Expert. During their time off work, they’ve had new experiences and perhaps come into contact with different cultures and ideas. Their experiences outside of the workforce can make them more innovative, resilient and open-minded.
As a recruiter, Kristine Tuazon, Director of Good People HR, regularly hires people returning from extended time off. “We had someone who’s got a skill where there's currently a shortage. Unfortunately, someone in his immediate family was unwell and he took five years off work to look after them.”
The candidate had almost 30 years of experience, plus skills that you’d need to otherwise bring in from overseas, says Tuazon. This was a huge advantage – they just needed some extra help to get back into the work routine.
“A lot of people that want to come back into the workforce are determined and much more motivated,” says Tuazon.
Common challenges for candidates after a break
It’s natural for candidates to feel a bit nervous going back to work. According to SEEK research, almost half (46%) said they felt anxious or uncertain about their ability to perform their job after being away for an extended period.
They usually face a few main challenges. The first is a lack of confidence. They might doubt their skills, quality of work, or industry knowledge. “Rebuilding confidence is a really big challenge, for both men and women,” says Briner.
The other big challenge is skills and knowledge gaps, especially around technology. “Things change a lot in a year, and we’re not just getting emails anymore,” says Briner. Someone who’s been out of the workforce for years might have never used AI or communication tools like Slack, Zoom or Microsoft Teams.
Five ways to support returning employees
Here’s what the experts suggest to address the challenges and help new hires through their transition back to work:
1. Start with the right questions
The easiest way to support a new hire is to ask them what they need. “You could start with ‘We want you to have a successful onboarding process. Is there anything we should know or can discuss now just to make that smoother for you?’” says Tuazon.
2. Assign them a buddy
Giving new hires a specific person to go to during onboarding can help them settle in and get answers to questions like where to get a pen or grab lunch. This is something Briner sees work really well for parents coming back to work, although it applies to other returning employees too.
“It can be very isolating being a new parent,” she says. “It helps to have the support of other people going through a similar experience. For example, if an employee has recently returned to work after having a child, pairing them with another colleague who has also recently come back from parental leave from a career break can provide a strong support network for those re-entering the workforce. Learning from each other and sharing ideas is a great way to help newly returning staff members adjust to the challenges going on inside and outside of work.”
3. Recognise their wins
Celebrate the wins (large and small!) to build the confidence of people coming back to work. “A lot of people feel very nervous about coming back,” says Briner. “They haven’t done that role for a while and their confidence isn’t high.”
“Having a manager that's supportive and acknowledges small wins early on, whether it’s learning a new tech platform or doing a great job on a project, helps to boost confidence,” she says.
4. Give them plenty of time
Remember, someone returning from a career break will likely take a bit longer to get up and running than someone who’s switched from a similar role. “Most employers provide a six-month probation period and within that time I actually think you should give them some grace and let them get back into the groove,” says Tuazon.
5. Make sure their manager is across the situation
Managers play a crucial role in a new hire’s success. Usually, Tuazon lets managers know a few weeks before a new employee’s start date that they haven’t been in the workforce for some time.
Set the expectation that they might need extra time and support as they onboard. At the same time, make sure to share the positives with their manager too – the candidate’s strengths and reasons you hired them.
Taking a career break is common – nearly half of all Australians pause their working lives to focus on other things for a while. Those returning are often highly motivated to succeed –and bring added life experience to the workplace. Support them properly through the first few months and you’ll have a great addition to your team.
Source: Independent research conducted by Nature of behalf of SEEK, interviewing 6,000 Australians annually. Published April 2026.