Leaving the workforce is increasingly common, and career breaks are not unidirectional. According to a 2022 LinkedIn survey of 23,000 workers, 62% had taken a break from their careers, often for family, caregiving, or health reasons.
While life events such as illness, caring for an ill parent, or childcare needs may interrupt a career, these breaks are typically temporary. The Princess of Wales, for example, paused her royal duties for cancer treatment. These life-altering events may shape a person’s journey but are not permanent.
When people are ready to return to the workforce, they often face challenges. Their training, experience, and professional networks may feel outdated, making them less appealing to employers. The reasons for their break—health, caregiving, or parenthood—still exist and may require additional flexibility.
At the same time, the demand for flexible, part-time work is growing. Since the COVID-19 pandemic shifted many to remote work, there has been increased recognition of the benefits of flexible work. It allows people to achieve a better work-life balance, reduces time wasted, and improves employee well-being, which in turn helps employers by reducing turnover. As of 2023, , 60% of UK employees have flexible working arrangements.
This flexible work takes many forms, from remote work to fewer or condensed hours, or flexing those hours to accommodate childcare needs or doctor’s appointments. In the UK,  24% of all workers and 36% of female workers are part-time.
For individuals with additional needs, remote work can be the key to staying in the workforce. Flexible work recognizes that people who cannot work traditional hours still add value, focusing on the quality of work over presenteeism.
The Daphne Jackson Trust has been advocating for flexible research roles since the 1980s. We understand the unique difficulties in returning to a career while balancing other needs.
Our fellows have left research for health (7%) caring (21%) or family (72%) reasons. When they wish to return to research, they often find that there is no route back in for those who have taken a career break and who need flexible working options.
That’s why our fellowships not only provide the funding researchers need to return to work, but are offered on a part-time and flexible basis, at 0.5 FTE. This allows our fellows to balance the demands of work with the rest of their lives, reintegrating into the research workforce.
The fellowship changed my professional life but also my personal life. It meant that I was happier being back in the work that I loved, but still managing to work part-time around caring for our young family.
I have a sense of fulfilment that I achieved both things that were important to me, which would not have been possible before my Daphne Jackson Fellowship. I have shown my children (and others around me) that it is possible to do work that you love and work part-time.”
Dr Liz Dickinson, Former fellow
These benefits extend beyond the fellowships themselves. Many former fellows continue to work in part-time or hybrid roles in academia and industry, confident in their ability to make meaningful contributions.
Daphne Jackson Trust remains committed to promoting flexible working, ensuring that brilliant individuals, no matter their circumstances, can contribute to the research environment.
Have you taken a career break for family, caring or health reasons? Find out more about how the Daphne Jackson Trust can help you return to research.
