Politics, Policy and the Personal Return
Is the UK Government Doing Enough?
Returning to work after a prolonged period of leave - whether due to maternity, illness, bereavement or caregiving - is a profound personal transition. But it’s also a political issue, one that reflects how we, as a society, value care, recovery and reintegration.
So, what role does the UK government play in helping people return to work after life-changing events?
The Good News: There Are Policies in Place
To be fair, the UK has made some progress. From Shared Parental Leave to Statutory Sick Pay and occupational health consultations, there are policies designed to create a bridge between personal recovery and professional return.
Initiatives like:
Access to Work grants for employees with health-related needs
Enhanced parental leave rights for parents of premature babies
Right to request flexible working (now from day one of employment as of 2024)
These are steps in the right direction - but are they enough?
The Gap Between Policy and Reality
Despite these measures, many employees still fall through the cracks:
1 in 4 mothers say they experienced discrimination or lack of support on returning to work (EHRC, 2018)
40% of women feel their career progression suffers after maternity leave (Women and Equalities Committee)
1 in 5 adults with long-term illness struggle to access proper return-to-work pathways (ONS, 2023)
The policies may exist, but the implementation is patchy, and the emotional and psychological support - often the missing piece - isn’t always considered.
The Human Cost of Political Gaps
When people return to work after prolonged absence, they don’t just need a desk and a login. They need empathy, structure, and support. They may be managing grief, identity shifts, or residual trauma. Yet, too often, employers are left to interpret vague guidelines, and individuals are expected to just "slot back in."
This is where government support ends - and where organisational culture and coaching must step in.
What Needs to Change?
If the UK wants to future-proof its workforce, especially as people live longer, take on caring responsibilities or navigate health challenges, we must:
Reframe return-to-work as a re-onboarding process, not a paperwork exercise.
Encourage funding for coaching and reintegration support for SMEs and large organisations alike.
Provide better manager training around transitions - not just policies.
Expand mental health support, especially after bereavement, burnout, or illness.
Create policies that integrate coaching, not just compliance.
Moco Coaching: Partnering Where Policy Pauses
At Moco, we step in where government policy stops. Our work is about rebuilding confidence, not just ticking boxes. We support people at their most vulnerable - and help organisations build cultures that truly understand the human side of return.
Whether someone is coming back from cancer treatment, baby loss or burnout, we believe every return is an opportunity - not a risk to be managed.
We partner with companies to make return-to-work a moment of growth, resilience and renewed purpose - not an afterthought.
Final Thought
Policy opens the door. But culture, coaching and compassion help someone walk through it - and stay.
The question is: will the UK government step up and prioritise the human experience of returning to work? Or will businesses and coaches continue carrying that responsibility alone?
At Moco Coaching, we believe we all have a part to play - and we’re here to lead the way.