Returning to Work After Kids in Ireland: The Honest Guide

Let's start with the uncomfortable truth: taking time out to raise kids in Ireland damages your career. Women aged 35-55 have 20% lower workforce participation than men. That's not because they're less capable. It's because career breaks carry a real penalty.

But here's the hopeful part: Ireland actually has programs designed specifically to help you come back. Some companies are actively recruiting returners. And with the right strategy, you can re-enter without starting over from zero.

We're going to show you the exact pathways available, the companies hiring returners, and how to position yourself for success.

The Reality: Why Career Breaks Matter

Ireland's labour force participation gap between men and women isn't small. Women aged 35-55—the prime return-to-work years—have 20% lower participation than men. That gap exists because of childcare responsibilities, workplace culture, and genuine structural barriers.

When you take a 5-10 year break to raise kids, employers often see:

• A gap in your employment history
• Potentially outdated skills (especially in tech)
• Concerns about commitment (rightly or wrongly)
• Assumptions you're "out of the loop"

The gap is real, but it's not insurmountable. There are specific routes designed to help you jump it.

Corporate Returnship Programs: Companies Actually Want You Back

Major Irish and multinational companies are actively recruiting people returning from career breaks. These aren't entry-level roles—they're designed for experienced professionals coming back:

These aren't charity. Companies do this because returners have experience, stability, and often exceptional motivation. You're not taking an entry-level salary—you're coming back at a professional level.

Government Schemes Supporting Your Return

Beyond company programs, the Irish government has specific schemes for returners:

1. Women Returners Enterprise Programme (WREP)

Designed specifically for women returning to work. Supports:

• Skills assessment and training needs identification
• Funded training in areas where you're rusty (tech, digital marketing, etc.)
• Job placement support
• 6-month placement subsidies for employers

2. Work Placement Experience Programme (WPEP)

For anyone (not just women) returning after a break. Includes:

• Fully-funded work placements (8-16 weeks)
• Real work in your field, not make-work
• Wage subsidy for the employer
• Often leads to permanent jobs

3. Springboard+ Courses

If your field has moved on (especially tech), Springboard+ offers free/subsidised courses to upskill. See our Springboard+ guide for details.

Where to Find Opportunities: The Actual Resources

Knowing the schemes is one thing. Finding the actual jobs is another. Here's where to look:

Civil Service Recruitment: The Stable Option

The Irish Civil Service actively recruits returners through their Annual Recruitment Campaign. This is worth serious consideration because:

• 100% conversion: Everyone who completes the training moves into permanent roles
• 2+ year eligibility: You only need a 2-year career break (less than many other programmes)
• Paid training: Full salary while training
• Job security: Permanent positions with pension, benefits, work-life balance
• Flexible working: Civil Service supports flexible arrangements (helpful for childcare)
• Career progression: Clear path to senior roles if you want it

The downside? It's structured, slightly bureaucratic, and you're not choosing your exact role initially. But if you value security and work-life balance over prestige, it's exceptional.

Practical Strategy: How to Actually Get Hired

Having the schemes is great. But you need a strategy to actually get hired. Here's what works:

Step 1: Assess Your Situation Honestly

• How long was your break? (2 years vs 10 years is different)
• Has your field moved on significantly? (Tech moves fast; accounting less so)
• Do you need retraining or just refreshing?
• What flexibility do you need around childcare?

Step 2: Consider Your Options

• Corporate returnship? If you had senior experience and your field moves fast
• Civil Service? If you value stability and benefits
• WPEP placement? If you want real experience with support
• Springboard+? If you need to learn an entirely new field

Step 3: Build Your Returner CV

Don't hide the gap. Own it:

• Use a skills-based CV rather than pure chronological
• Highlight what you DID during the break: volunteer work, freelance projects, skill-building
• Show you're current: what podcasts do you listen to? What industry trends are you following?
• Be honest: "Took time out to raise children. Now ready to return. Have stayed current via X, Y, Z."

Step 4: Leverage Networks

Your old colleagues are your easiest path back. Contact them:

• "I'm looking to return to the field. Would you have coffee/coffee?"
• Tell them what companies you're targeting
• Ask if they know anyone hiring returners
• LinkedIn is your friend—reconnect professionally

Step 5: Target Returner-Friendly Employers

Some companies genuinely welcome returners. Target them:

• Companies with formal returnship programmes
• Companies with published flexibility policies
• Companies on the Working Family Friendly Employers list
• Tech companies struggling to hire (they're more flexible)

Handling the Childcare Question

Childcare is real. Don't ignore it. But also don't lead with it. Here's how returners typically handle it:

• Don't volunteer the issue: Childcare is your problem to solve, not the employer's.
• Show you've thought it through: "I have reliable childcare arrangements and am looking for X flexibility." (If true.)
• Emphasize what you bring: "Because I've been out of the workforce, I'm returning with renewed focus and motivation."
• Research their policies first: Don't apply to rigid companies if you need flexibility. Life's too short.

Tech Career Returners: A Special Case

If you left tech and want to return, the retraining route is often smartest:

Your Path	What to Do
Left tech 2-3 years ago	Springboard+ refresher course, then direct applications
Left tech 5+ years ago	Springboard+ full course + Digital Skillnet Women ReBOOT, then WPEP placement
Senior role before break	Deloitte or Microsoft returner programme
Different field entirely	Springboard+ course in new area, then WPEP placement

Tech has changed massively. Don't try to return on old knowledge. Get current, then apply.

Timeline: Realistic Expectations

This isn't instant. Here's a realistic timeline:

• Month 1-2: Research options, assess what support you need
• Month 3-6: Complete any retraining (Springboard+, Digital Skillnet, etc.)
• Month 6-8: Start applications through returnship programmes or WPEP
• Month 8-12: In placement or programme
• Month 12+: In permanent role

Total time: roughly 12-18 months from "thinking about it" to working again. Plan accordingly.

Next Steps: Your Action List

1. Visit BackToWorkConnect.ie and take the returner assessment
2. Contact your local Enterprise Office for free career coaching
3. Research whether a corporate returnship, Civil Service ARC, or WPEP suits your situation
4. Check what your field looks like now. If it's changed drastically, explore Springboard+
5. Update your LinkedIn. Don't hide the gap—own your story.
6. Reach out to your old network. You'd be surprised how helpful people are.
7. Apply. Rejection is normal. Keep going.

Returning to work after kids is hard. But Ireland has better support for this than many countries. You're not alone, and there are programmes designed exactly for your situation. The career you stepped back from is still available to you—sometimes at a better level than before.