For professional and qualified candidates in building consultancy-related industries who have paused their careers to raise a family, returning to work can feel like navigating a challenging landscape. The good news is that evolving workplace cultures and flexible working models are opening new doors, making it possible to balance family commitments with professional ambitions.
Many professionals take career breaks for family reasons, but the transition back to work can so often be challenging. Research shows around 36% of UK employees feel left behind when they return after a career break, and 57% say it feels like their first day again, highlighting the disorienting nature of re-entry. In sectors like construction and building surveying, career breaks and flexible working are sometimes still frowned upon, with those returning facing negative perceptions about their commitment and progression prospects.
This is particularly significant for women in our industries, where studies have identified "invisible barriers" to progression post-break, with many feeling that part-time or flexible working arrangements are seen as incompatible with career advancement. I remember reading an insightful article from the RICS about a returning member working three days a week after maternity leave being perceived as a lack of ambition, despite her desire to continue progressing.
The statistics are striking. A survey carried out by Parentaly saw nearly 3,000 women who took paid parental leave; 73% of new mothers consider leaving their jobs after returning from parental leave, and 36% actually quit within 18 months of returning. Importantly, only 4% of those who left did so to stay at home; the vast majority left to pursue opportunities elsewhere or to start their own ventures, indicating a desire to continue working but often outside their original employers.
This trend suggests a significant loss of experienced talent in our sector, driven not by lack of professional drive but by insufficient support and inflexible working conditions.
Flexible working has been increasingly recognised as essential to retaining and attracting talent, especially parents. In construction and building consultancy, while site-based roles can be challenging to make flexible, innovative approaches have proven successful. Examples have shown that giving workers control over their working patterns-such as staggered start times, compressed hours, or hybrid remote and site work-can improve well-being, engagement, and productivity.
Moreover, some roles, such as project management, consultancy, or report writing naturally lend themselves to more flexible arrangements, including part-time schedules. There is a growing number of part-time roles being advertised, indicating that the market is responding to demand for more adaptable work patterns.
A Call to Past Leaders and Talent
If you are a seasoned professional in building consultancy who paused your career to raise a family, know that the industry is evolving. Opportunities for flexible, part-time, and balanced roles are expanding, and your expertise remains invaluable. Companies increasingly recognise that retaining experienced talent requires accommodating diverse working patterns and supporting career re-entry with empathy and structure.
Your drive and leadership can help shape a more inclusive and flexible future within our industry. Whether you choose to return to your previous employer, explore new opportunities, or even consult independently, the landscape is shifting to support your professional and personal aspirations.
By embracing flexible working and supporting returners effectively, firms can retain vital expertise, foster diversity, and create workplaces where family life and career ambitions thrive side by side.