The Career Progression Gap
Myth or Reality?
The short answer: Career progression post-leave is often more myth than reality for many returning employees. Numerous studies show that people returning from extended leave frequently face stalled promotions, limited development opportunities, or even subtle biases that hold them back.
What the Data Tells Us
40% of women report that their career progression suffers after maternity leave (Women and Equalities Committee, 2022).
Employees returning from medical or caregiving leave often face unclear or inconsistent reintegration plans, which can delay their professional growth.
A study by McKinsey found that women are 1.5 times more likely to be passed over for promotion after taking leave.
These numbers highlight a persistent gap — one that isn’t just about policy but also about culture and perception.
Why Does This Happen?
Unconscious Bias and Stereotypes
There’s often an unspoken assumption that people returning from leave may be less committed or less available, even if that’s not true. This bias can limit stretch assignments, leadership opportunities and visibility.
Lack of Clear Return-to-Work Career Planning
Many organisations focus on logistical support for returning employees but miss the bigger picture: career development. Without intentional planning, returning employees can feel sidelined or stuck in “catch-up” mode.
Inadequate Manager Training
Managers may not have the skills or confidence to discuss career goals with returning employees or to advocate for them in promotion decisions.
How Can Companies Close the Gap?
Embed Career Development into Return-to-Work Plans
Returning employees should have tailored conversations about their career aspirations and development needs - not just workload or flexible hours. Include goals, training and clear milestones.
Provide Access to Coaching and Mentoring
Coaching helps rebuild confidence and clarity. Mentorship connects returning employees with role models who can champion their growth.
Train Managers to Recognise and Challenge Bias
Equip managers with tools to spot unconscious bias and foster inclusive career conversations. Encourage regular check-ins focused on professional development.
Create Visible Pathways for Progression
Make promotion criteria transparent and communicate them clearly. Highlight success stories of people who have progressed post-leave.
Leverage Flexible Work as a Career Enabler
Flexible working should be framed not as a barrier but as a way to sustain and accelerate careers, not stall them.
Leading by Example: Companies Making a Difference
Deloitte UK offers dedicated returnship programs combining upskilling, mentoring and leadership development.
PwC’s “Return to Work” program includes coaching and tailored career development sessions, helping returnees re-engage and advance.
Unilever integrates flexible working with strong career planning, ensuring employees on flexible schedules are considered equally for promotions.
Final Thought: Career Progression After Leave is a Choice
The truth is, career progression post-leave can absolutely be a reality - but only if organisations choose to make it so. It requires intentional policies, inclusive culture and committed leadership.
For businesses ready to close the gap, the reward is clear: retaining talented, motivated employees who bring diverse perspectives and renewed energy.
If your organisation is looking to support returning employees beyond logistics - focusing on career growth and leadership development - feel free to reach out.
Together, we can help turn myth into reality.