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Career Break

A career break refers to a planned or unplanned period during which an individual temporarily steps away from formal employment. This break can last from a few months to several years, depending on personal circumstances, goals, and opportunities.

Common reasons for taking a career break include childcare, eldercare, personal health, travel, education, volunteering, or simply taking time to reassess career goals and priorities.

What is a Career Break in HR Terms?

In HR and recruitment contexts, a career break is recognised as a legitimate gap in employment history. It is important for employers and recruiters to understand that such breaks often have clear, intentional purposes and may even provide valuable skills or experiences.

For example, time spent travelling may develop intercultural awareness, while caring for family can build empathy, patience, and organisational skills. Recognising the value of career breaks supports more inclusive and realistic hiring practices.

Why Do Employees Take Career Breaks?

Individuals may choose to take a career break for many reasons:

• Family Responsibilities: Caring for children or elderly family members.
• Personal Development: Pursuing education, certifications, or training.
• Health and Wellbeing: Recovering from illness or avoiding burnout.
• Travel or Volunteering: Gaining new perspectives or contributing to social causes.
• Career Reassessment: Reflecting on goals and considering a change in direction.

Employers who understand these motivations can better support returning professionals and foster a more diverse workforce.

Managing Career Breaks in Recruitment

When reviewing CVs with career breaks, HR professionals should:

• Avoid Bias: Treat gaps with curiosity rather than assumptions.
• Encourage Transparency: Invite candidates to explain the purpose of their break.
• Recognise Transferable Skills: Value the learning and growth that occurred during the break.
• Support Returnship Programmes: Offer tailored re-entry opportunities for those resuming work.

These practices promote fair, inclusive hiring and help employers tap into wider talent pools.

Supporting Employees Returning from a Career Break

For employees rejoining the workforce after a career break, organisations can ease the transition by:

• Providing structured onboarding and training.
• Offering mentorship or coaching.
• Ensuring clear communication about role expectations.
• Promoting flexible work arrangements where possible.

By supporting returners, companies can access experienced, motivated talent while reinforcing a reputation for inclusivity and employee care.