In the past, taking a career break was almost taboo. Employees rarely thought about it because they worried it could harm their careers. Today, career breaks are becoming more common, especially among Gen Z workers who report higher burnout. According to a 2022 LinkedIn survey of 23,000 workers, nearly two-thirds (62%) have taken a career break at some point, and 35% would consider one in the future.
That same year, LinkedIn launched its “Career Break” feature, letting members showcase breaks in their work history for 13 reasons, from parenting and travel to relocation, bereavement, or career transitions.
With more employees taking career breaks, companies are rethinking their approach. From an HR perspective, understanding the advantages and challenges is key. Here’s how organizations are handling career breaks in today’s workplace.
Understanding career breaks and their impact
A career break is a planned unpaid leave away from work during which you step back from your professional duties. Unlike a typical vacation, it usually lasts longer than a few weeks and gives you the space to focus on personal well-being or skill development.
What sets a career break apart from a sabbatical is the nature of the employment. A sabbatical is typically a formal agreement between the employer and employee, allowing the employee to take time off while remaining on the payroll. In contrast, a career break usually involves temporarily ending the employment contract, giving the individual more freedom but also meaning they are not employed during the break.
Some of the top reasons people take career breaks are:
- Mental health and burnout recovery
- Family responsibilities and caregiving
- Travel and life experiences
- Upskilling or education
- Starting a business or passion project
- Personal life events
Take, for example, Shapna Senthilkumar, Key Account Manager at FRIGATE, who stepped away from work due to her marriage. Though unplanned, the break gave her time to reflect, reset, and re-evaluate her priorities.
“Fortunately, my employer was very understanding and supportive, which made the decision less stressful. Their support helped me step away with peace of mind and eventually return to my career with a renewed mindset,” she shared.
Having rejoined her employer after the break, Shapna offers practical advice. “If a break is necessary, I’d recommend staying connected to your field in some way, whether through freelance work, upskilling, or networking, so that re-entry becomes smoother when you’re ready,” Shapna added.
India’s slow but steady progress on career-break policies
Career-break policies are still relatively uncommon in Indian workplaces compared to global trends. While practices vary by company, some organizations offer formal breaks for childcare, eldercare, professional development, or spouse relocation, whereas others rely on informal arrangements. In recent years, a few companies in India have also introduced structured second-career or comeback programs aimed at helping professionals, particularly women, re-enter the workforce after a break.
For instance, Larsen & Toubro (L&T)’s ‘Renew’ programme evaluates women returnees based on their qualifications rather than the length of their career gap. It is worth noting, however, that career re-entry initiatives are not limited to women alone. UBS India’s ‘Career Comeback Programme’ supports both men and women who have taken a career break of 18 months or more, offering pathways into full-time or part-time corporate roles. Instead of earmarked positions, the company hires candidates for immediately available opportunities across areas such as technology, finance, operations, HR, analytics, AI, and data sciences. There is no age limit, only a requirement of prior relevant experience and a willingness to transition back into the workforce.
Balancing the risks and rewards of career breaks
How people see career breaks has changed a lot in recent years. Earlier, taking a break was often seen in a negative way. Employees who stepped away from work were thought to be less committed or to have gaps in their skills. This made many employers doubt if they were ready for senior roles.
Now, things are different. More companies understand that careers are not always straight paths. Breaks can be important for health, family, learning, or simply recharging. Instead of being judged, career breaks are slowly being accepted as a normal part of work life. Some employers even mention in job ads that they welcome people returning after a break.
To learn more about this change, we spoke with HR experts about the benefits and challenges of hiring people who come back to work after a break. Here’s what they shared.
Juhi Gupta, Zonal HR Business Partner at Radio City India, shared that from an HR perspective, hiring talent who has taken a career break brings several benefits. It can lead to higher engagement, stronger employer branding, and the retention of employees who might otherwise leave the workforce for good. “Career breaks often help employees return more refreshed and productive,” she added.
On the other hand, Juhi pointed out certain challenges, such as potential knowledge gaps, the need to redistribute workload, succession planning, and the uncertainty around whether an employee will return. “”The balance lies in structuring clear policies and re-entry support so both the employee and organization benefit,” she explained.
Radio City has a framework in place for both career breaks and sabbaticals. According to Juhi, while policies vary based on tenure and business needs, decisions are largely guided by role criticality, performance, and succession planning. “We try to balance individual aspirations with organizational priorities, so wherever feasible, we support both paid and unpaid options,” she concluded.
Rashmi Chauhan, Senior Director – Human Resource, Talent & Diversity & Inclusion (RGFORALL) at RateGain, shared that supporting employees who take a career break comes with both risks and benefits. On the risk side, organizations may face workforce gaps, knowledge loss, and reintegration challenges that can affect productivity.
At the same time, the benefits can be equally valuable. Employees often return with improved well-being, renewed energy, stronger loyalty, and fresh perspectives. “”By managing transitions effectively and offering structured return-to-work support, HR can balance organizational continuity with employee growth, fostering a healthier, more engaged, and sustainable workforce,” she emphasized.
The way forward
The perception of career breaks is clearly shifting. With almost half of today’s workforce having taken a break at some point, what was once considered a setback is increasingly being seen as a natural part of modern careers. Still, many professionals worry that stepping away could limit future opportunities, showing that some stigma remains.
The solution is for companies to focus less on gaps and more on skills, potential, and the fresh energy employees bring back. As Rashmi points out, the key is to design thoughtful reintegration practices that make the transition smoother. This can include open conversations about expectations, refresher training to bridge knowledge gaps, mentorship or buddy programs to support cultural alignment, and flexible work arrangements that help employees rebuild confidence.
On similar lines, Juhi recommends one-on-one conversations, buddy support, and refresher training if required. She also finds it useful to keep managers aligned, so the employee feels included and not as if they are “starting from scratch.” This mix of planning and empathy makes the transition smoother and helps employees regain confidence more quickly.
By taking these steps, organizations can support returning employees while building a stronger, more engaged, and future-ready workforce.
