Second career or comeback programmes are helping professionals, especially women, re-enter the workforce after career breaks. These programmes provide companies with a larger talent pool, improved diversity, and low attrition rates among returnees. Alumni often become strong advocates, recommending the programme to peers and former colleagues.
According to Shilpa Khanna, people advisory leader at Aon, returnships are becoming a key part of talent acquisition strategies. “Companies are recognising the value of these programmes in addressing skill shortages and improving diversity,” Khanna said. She added that returnees should be valued for the skills gained during their time away from work.
Companies Expand Returnship Programmes
Several major companies have scaled up their comeback programmes. In the last 10 months, Infosys hired over 800 restarters through its ‘Restart with Infosys’ initiative. The programme offers mentorship, learning platforms, and client project experience.
Similarly, Publicis Sapient launched its SPRING programme in 2016 to help women return to roles in engineering, business analysis, and product management. The programme has since expanded globally. “Many SPRING hires have advanced into leadership roles,” said Vieshaka Dutta, senior director of DE&I at Publicis Sapient. This year, the company plans to expand the programme’s size and offer enhanced technical training in AI, cloud computing, and cybersecurity.
Financial And Banking Sector Joins In
Financial institutions are also strengthening their returnship programmes. NatWest Group India runs a gender-agnostic programme with over 50 participants per cohort. “We focus on updating skills and helping returnees adjust to our working culture,” said Maneesh Menda, head of HR at NatWest Group India. The programme secures full-time roles and offers flexibility for those with caregiving responsibilities.
HSBC India operates the Power2Her (P2H) programme, a six-month initiative focused on skill development and reintegration. Since its launch, over 150 participants have joined the programme, with more than 50% securing permanent roles. The bank has also introduced benefits such as childcare support and employee assistance.
Challenges And Future Outlook
Despite the progress, structured returnship programmes are still limited. According to Aon’s Salary Increase and Turnover Study 2025, only 28% of over 1,400 companies have a formal returnship programme. Many programmes remain short-term internships with no guarantee of full-time employment.
Khanna stressed the need for flexibility regarding the length of career breaks. “Companies should focus on current skills and potential rather than the gap duration,” she said. Enhanced support during onboarding and initial months of employment could improve outcomes for returnees.
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