Towards the end of last year, the Government Equalities Office launched the Career Break Returner programmes – schemes designed to help employers support people back into the workplace, following substantial time off. The scheme addresses on-going concerns that organisations are falling short here, failing to put in place the necessary structures and systems to effectively re-integrate individuals after a career break.

Without adequate support for those who have spent time away from the workplace- whether for childcare, study, travel or even military service- employers risk missing out on a valuable talent pool. At a time when local government is under increasing strain to deliver new service models and adopt innovative partnership approaches, the need to attract the right talent is more intense than ever. Investing time and resources into returners, with known skills and capability, can pay dividends in terms of time and resource efficiencies. This is particularly pertinent when it comes to filling senior leadership roles, where talent shortage can be paralysing.

So, with this in mind, what can local government employers do differently? What support mechanisms can they put in place and how can they ensure they get the best out of returners?