Returning to Work After Life’s Biggest Changes: A Journey of Strength and Support
Life doesn’t pause when we step away from work—whether it’s for health, family, or personal growth. For many of us, returning to the workplace after a major life change can feel like stepping into uncharted territory. The routines we once knew may no longer fit, our priorities may have shifted, and the people around us might not fully understand what we’ve been through. Yet, in this transition lies an opportunity—not just to return, but to rediscover ourselves and redefine what work means in our lives.
This is a topic close to my heart. In fact, it’s the very reason The Pulse podcast exists. Originally, I wanted to create a space to share stories of people returning to work after significant absences—whether due to illness, caregiving, or other life-altering events. But I quickly realized that while the stories were powerful, many people weren’t ready to share theirs publicly. The vulnerability of putting such personal experiences into words, let alone speaking about them, can feel overwhelming. So, I shifted my focus to The Pulse, a podcast about resilience, wellness, and career growth. Yet, I always knew I wanted to dedicate an episode—and now this blog post—to the topic of returning to work, because it’s a journey that deserves compassion, understanding, and practical support.
The Many Faces of Returning to Work
Returning to work isn’t a one-size-fits-all experience. The reasons for stepping away are as diverse as the people themselves. Some may have taken time off due to a physical or mental health challenge, like my own journey through chemotherapy. Others may have been on parental leave, navigating the beautiful chaos of welcoming a new child into their lives. There are those who’ve taken on the role of caregiver for a loved one, or expat partners who’ve put their careers on hold due to visa restrictions. And let’s not forget individuals who’ve faced job loss and are re-entering the workforce after a period of uncertainty.
No matter the reason, one thing is universal: change. During the time away, life doesn’t stand still. Colleagues move on to new projects, friends relocate, and the workplace evolves. For the person returning, this can create a sense of disorientation—like trying to fit into a puzzle that’s been rearranged in your absence. The challenge isn’t just about catching up on missed emails or updates; it’s about reconciling the person you were before with the person you’ve become.
The Emotional Weight of Re-entry
When I returned to work after my treatment, I was eager to reclaim my old life—to feel “normal” again. But I quickly realized that “normal” no longer existed. My body was weaker, my mind was still processing the trauma of what I’d been through, and my colleagues didn’t always know how to interact with me. Some were incredibly supportive, while others struggled to find the right words, often defaulting to silence or awkward small talk. I didn’t blame them; cancer is a heavy topic, and no one wants to say the wrong thing. But the emotional weight of re-entry was something I hadn’t fully anticipated.
This is true for so many scenarios. Imagine returning to work after losing a loved one, or after months of caring for a sick family member. The grief, the exhaustion, the guilt—these emotions don’t disappear just because you’re back at your desk. For parents returning from maternity or paternity leave, the juggle of new responsibilities can feel like a high-wire act without a safety net. The fear of missing out on your child’s milestones clashes with the pressure to perform at work. It’s a delicate balance, and it’s okay to admit that it’s hard.
What makes it even harder is the expectation—from others and often from ourselves—that we should just “bounce back.” But life-changing events don’t work like that. They reshape us. The key is to acknowledge that this transition is a process, not a single moment. It’s about giving yourself permission to feel, to struggle, and to ask for what you need.
Creating a Supportive Return-to-Work Plan
So, how do we make this transition smoother? Whether you’re the one returning, a colleague, a manager, or an HR professional, there are steps we can all take to foster a more supportive environment.
1. Open and Honest Conversations
The first step is to have a candid conversation about what the returning employee needs. This isn’t just a checkbox exercise; it’s about creating a safe space where they can share what they’re comfortable with—and what they’re not. For example, I initially only shared my cancer diagnosis with my immediate team and HR. But as time went on, I realized I wanted to talk about it more openly. That shift didn’t happen overnight, and it’s different for everyone. The important thing is to respect each person’s boundaries and let them guide the conversation.
2. Re-onboarding: More Than Just a Quick Catch-Up
When someone has been away for months—or even years—the workplace they return to is often not the one they left. Projects have evolved, teams have changed, and new processes may be in place. A thoughtful re-onboarding process can make a world of difference. This doesn’t have to be a formal, hours-long training session. Even a few dedicated hours to walk through updates, reintroduce them to the team, and set clear expectations can help ease the transition.
For parents returning from leave, this might mean discussing flexible work arrangements or pumping rooms for nursing mothers. For someone returning after an illness, it could involve gradual hours or temporary adjustments to their workload. The goal is to meet the person where they are—not where they were before they left.
3. Regular Check-ins and Adjustments
Returning to work isn’t a one-and-done event. It’s a journey that unfolds over weeks, months, or even years. Regular check-ins with the returning employee, their manager, and HR (if applicable) can help identify what’s working and what’s not. These conversations should be judgment-free zones where the employee feels empowered to voice their needs—whether that’s more flexibility, emotional support, or simply a listening ear.
I remember feeling frustrated when my body couldn’t keep up with the pace I was used to. I wanted to prove I was still the same high-performing employee, but the reality was that I needed time to rebuild my stamina—both physically and emotionally. Having a manager who recognized this and adjusted expectations accordingly was invaluable.
4. Fostering a Culture of Empathy
Perhaps the most important thing we can do is to cultivate a culture of empathy. This means recognizing that everyone’s journey is unique. Some people may want to share their story; others may prefer to keep it private. Some may need extra support; others may want to dive back in headfirst. There’s no right or wrong way to return to work—only what’s right for the individual.
For colleagues, this might mean offering a simple, “I’m here if you want to talk,” without pressing for details. For managers, it could involve advocating for resources like counseling services or flexible work policies. Small gestures—like a welcome-back lunch or a handwritten note—can go a long way in making someone feel valued and seen.
Redefining “Normal”
One of the hardest lessons I’ve learned is that you never truly go back to who you were before a life-changing event. And that’s okay. The goal isn’t to return to the old normal; it’s to create a new one that honors where you are now.
For me, surviving cancer didn’t just change my perspective on work—it changed my perspective on life. I now approach every day with a sense of urgency to live fully, to set bold goals, and to prioritize what truly matters. This might look like overachieving to some, but to me, it’s about making the most of the time I’ve been given. Not everyone will understand this, and that’s fine. What’s important is that I’ve found a way to integrate my experiences into my work and my life in a way that feels authentic.
The same is true for anyone returning to work after a major change. You’re not the same person you were before—and that’s not a weakness. It’s a testament to your resilience. The challenge is to find a workplace and a routine that aligns with who you are now.
A Call to Action: Supporting Each Other
If you’re reading this and you’re the one returning to work, know that you’re not alone. It’s okay to ask for help. It’s okay to take things slow. And it’s okay to redefine what success looks like for you.
If you’re a colleague, a manager, or a friend, your role is to listen, to offer support without judgment, and to advocate for the resources that can make this transition easier. Sometimes, the most powerful thing you can say is, “I don’t know what you’re going through, but I’m here for you.”
And if you’re a leader, consider this: the way your organization supports employees during major life transitions speaks volumes about your culture. Flexibility, empathy, and open communication aren’t just nice-to-haves—they’re essential for retaining talent and fostering a workplace where everyone can thrive.
Final Thoughts
Returning to work after a life-changing event is more than a logistical challenge—it’s an emotional one. It’s about rebuilding confidence, reconnecting with your sense of purpose, and finding your place in a world that kept moving while you were away. But it’s also an opportunity—to grow, to set new boundaries, and to create a work life that aligns with who you are now.
If this resonates with you, I’d love to hear your story. What challenges have you faced in returning to work? What support made the biggest difference for you? Let’s keep the conversation going—because no one should have to navigate this journey alone.
With strength and solidarity,
Julie
Let’s Connect!
Share your thoughts in the comments or tag me on Instagram / Facebook / LinkedIn. I’d love to hear how you’re stories!
Until next time, keep trusting your journey. Growth happens one step at a time.
💛 Julie
P.S. Loved this post? Share it with someone who needs a little wellness inspiration! And if you’re craving more, check out the latest episode of The Pulse.