Build a Returner Programme
Why returner programmes make business sense, a practical framework for running one well, and how to get your existing programme listed.
BackWhy returner programmes make sense
2.1m
People out of the UK labour market for caring responsibilities, around 89% of them women (Government Equalities Office / Women's Business Council).
£1.7bn
Estimated economic benefit being missed due to the "career break penalty" (PwC Women Returners research).
~2%
Estimated pay reduction per year spent out of paid work (Institute for Fiscal Studies).
Source Article
Why returners programmes are good for business
A route back to work that benefits employers
Returners programmes provide a vital route for individuals back to work with training and support designed to help overcome barriers. For companies, they provide new sources of talent—helping employers find experienced individuals who may be missed by conventional recruitment methods. By shining a light on returners, programmes can help attract and retain more experienced and more technically skilled talent, which can help ease the shortage of diverse talent in the tech industry.
A large pool of underutilised talent
Currently 2.1 million people are out of the labour market caring for home or family members—89% of them women. Many of these people have a wealth of skills, experience and talent, yet they often struggle to get back into jobs at the right level. This represents a huge loss for employers, the economy, and the individuals themselves.
Addressing the "career break penalty"
The UK is missing out on £1.7bn in economic benefits by failing to address the "career break penalty"—the lower pay and lower skilled positions people accept after returning from a career break. Women who take time out of work earn less when they return, receiving around 2% less for every year spent out of paid work. Providing a platform for people to return with a structured programme to develop and improve skills can prevent this wage reduction and help companies reduce their gender pay gap.
Key business drivers
For techUK members, the key drivers for implementing a returner programme are finding new sources of talent, helping businesses overcome the skills gap, and improving gender diversity. In 2019, among organisations with active retraining and returners programmes, 75% had above the average number of women in tech roles—suggesting a strong correlation between these programmes and improved diversity.
Brand image and talent attraction
Returners programmes can significantly improve an organisation's brand image, particularly among younger employees who are more aware of social impact. This improved brand perception helps companies attract and retain talent more effectively.
"Offering opportunities to women returning to work after a career break is not only an important part of addressing gender diversity in our sector, it is the smart thing to do: returners are experienced, capable talent who can help fill the skills gap."
— Karen Finn, HR Director, Sopra Steria
Building an inclusive returner programme
Learn what returners actually need: the specific barriers a career break creates, not assumptions about them.
Remove screening bias by checking whether your applicant tracking system auto-filters CVs with employment gaps.
Reduce advertising bias — avoid job ad language implying continuous, current experience is mandatory.
Reduce interview bias by adapting competency questions so a career break isn't treated as a red flag by default.
Promote returners as a strong candidate pool internally, not a diversity add-on.
Support returner hires directly with structured training, mentoring and coaching, not a sink-or-swim start.
Train line managers specifically on managing a returning employee's first months.
Target returner applicants explicitly — welcoming language in job ads measurably changes who applies.
Run a cohort programme where scale allows, since cohorts build community and normalise the return.
Champion returner successes internally, using concrete examples to counter assumptions about career gaps.
Where to go next
Opportunities & Employer Insights
Returnships, apprenticeships and dedicated employer programmes.
Success Stories
Real returner journeys that make the business case tangible.
Funding & Support
Skills Bootcamps, apprenticeship levy and bursary routes that can fund a programme.
Confidence Hub
What returning candidates need beyond technical skills.
Already run a returner programme?
Get it listed here so returners can find it. Tell us about it below and techUK's Skills & Talent team will be in touch.