Across the UK, thousands of experienced nurses, allied health professionals, and clinical support workers are on career breaks. Some stepped away due to family commitments. Others moved abroad, retrained, or simply took time out after burnout.
Many of them are ready to return — but face barriers that make re-entry harder than it needs to be.
If the NHS and wider healthcare system want to close the workforce gap, returners need to be part of the solution. Here is how recruiters and employers can help.
Understand why people leave
Career breaks happen for many reasons:
- Caring responsibilities
- Physical or mental health
- Relocation
- Burnout or stress
- Disillusionment with management or systems
Most returners do not leave the profession lightly. Understanding the reasons behind their break helps tailor the offer and support needed.
Remove unnecessary barriers
Returners are often expected to go through the same processes as new applicants, despite having years of experience.
Where possible:
- Offer return-to-practice programmes with clear entry points
- Accept prior registration and experience as valid foundations
- Be flexible with interview formats and onboarding timelines
Some may need clinical refreshers or supervised practice. Others are ready to return immediately if given the chance.
Be clear and encouraging
Job ads should signal that returners are welcome. That means:
- Avoiding language that implies a full-time, high-intensity role is the only option
- Making clear if support or training is offered
- Providing contact details for informal conversations before applying
Many potential applicants never apply because they assume the role is not suited to someone returning after a break.
Design roles that work long term
Part-time hours, flexible patterns, and phased returns are often key to keeping returners in post.
Once they are back, ongoing peer support and mentorship help maintain confidence and connection.
How Barrow Mount supports return-to-practice hiring
We work with healthcare providers to design roles that appeal to experienced professionals returning to the sector. That includes permanent posts, flexible contracts, and access to specialist training partners where needed.
If you are trying to widen your candidate pool or bring back valuable experience, speak to us about returner-focused recruitment.
