You may not have been active in the workplace (or had an account on a social media platform) in recent years and not have come across the term “Great Resignation,” otherwise known as the Big Quit or the Great Reshuffle. It started as a US-based economic trend

in which workers voluntarily quit their jobs en masse and then spread to Europe.

However it happened, the net result was the same: many people left their jobs, took time off, moved abroad to explore life as a digital nomad, or switched industries. Others retrained during the pandemic and used furlough or other support to fund learning and development.

And now that we are used to a new way of working, a new trend is emerging.

Returnships are emerging as a viable way to get back to the 9-5, without having to start from the bottom up. Companies like Amazon, Accenture, and Goldman Sachs all offer return-to-work programs as a way to retain talent and pave a path for professionals to return to work after a career break.

While the concept of returning to work after a long break isn’t new – just ask any parent who’s taken a few years off to care for kids – the fact is that so many companies are recognizing this talent pool and developing programs to capitalize on it, is a new approach.

What’s the benefit?

As anyone who has been out of work for a while knows, imposter syndrome and trust gaps can be huge. This is where returns can provide real value. Goldman Sachs, a pioneer of the trend, has been running a return program since 2008, offering paid, structured support to those who return.

Amazon’s 16-week return program is virtual, offering an easier dive into the waters of the world of work. Returns are paid for and eligible for benefits, providing a structured environment. Returners are given work assignments to help them reintegrate into the workforce and get used to Amazon’s way of working.

Professional services Accenture offers a number of return programs, including a Technology Returnship Program, a Women Return to Work program and a ReSUME component for those who have taken a career break of more than two years.

At Oracle, a cohort community is one of the selling points of the Career Relaunch program. You have the advantage of joining at the same time as other relaunchers and receiving – and giving – camaraderie and support.

There are also other benefits. A restart program can offer returnees the opportunity to accelerate their careers by developing new skills or specializations. Some people returning from a career break may even choose to embark on a return as a way to check their gut to see if they would like a new industry.

The length of the program is also a factor. Typically, people are not expected to participate in a re-entry program for the same amount of time it takes to complete a traditional internship. These are experienced professionals after all, they just need some reintroduction into the workforce.

Any drawbacks?

While return opportunities are generally paid, you may not get a guaranteed job at the end of a program. Oracle’s Career Relaunch program allows you to join the company full-time, where your first 12 weeks will consist of specialized onboarding, complemented by structured job training and mentorship.

At Amazon, however, the program is more like how a regular internship works. The company says, “Subject to performance and feedback during the return program, qualified candidates may be offered full-time employment.”

Regardless of the outcome, it’s hard to view a return ship as anything other than a generally positive one. At the very least, participants gained valuable new work experience, honed existing skills and learned new ones, while filling a gap in their CV. They should also have taken advantage of networking and mentoring opportunities to increase their employability in the wider labor market.

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