How to Handle the Overwhelm of Returning to Work (After Holiday, Sickness or Maternity /Family Leave)

Why the return feels overwhelming

Even if you love your job, the first day back after time away can hit hard. Your brain has shifted into “off mode,” your inbox feels like a mountain, and you worry about what you’ve missed. It’s the same whether you’ve been on a week’s holiday, weeks of sickness absence, or months of maternity leave.

For employees: feeling anxious is normal. It doesn’t mean you can’t cope — it means your brain is adjusting.

For managers: remember that a “return” is a transition, not a flick of a switch. A thoughtful welcome sets the tone.

After a holiday: reset gently

A break is meant to recharge you, but walking back into back-to-back meetings or 400 unread emails can undo that in hours.

Employees:

• Block time for an email catch-up before diving into new tasks.

• Pick three priorities for day one — not thirty.

• Protect your energy by avoiding long meetings on your first day back.

Managers:

• Avoid loading staff with urgent tasks immediately.

• Give them space to regroup and reset priorities.

• Recognise that re-entry takes a couple of days, even after short holidays.

After sickness: pace matters

Returning after illness is different from returning after rest. Energy levels may still be low, and fears about relapse or judgment are common.

Employees:

• Be open about what you can manage, and don’t push beyond your recovery.

• Ask about a phased return if needed — even short adjustments make a difference.

• Prioritise health over “catching up.”

Managers:

• Check in about capacity rather than assuming full output on day one.

• Use a return-to-work conversation to agree realistic expectations.

• Offer flexibility with hours or duties while recovery continues.

After maternity leave: navigating change

Maternity leave often brings the biggest shift. You return not only to work, but also to a new identity as a parent, balancing routines and emotions.

Employees:

• Expect the adjustment to take time. “Imposter feelings” are common and temporary.

• Ask for clarity on any changes that happened in your absence.

• Use Keeping in Touch (KIT) days or buddy support to ease the transition.

Managers:

• Provide structured ca

  tch-ups on what’s changed.

• Avoid assumptions about ambitions — check in rather than presume.

• Support flexible working requests seriously; small adjustments can mean retention.

How managers can make any return easier

• No matter why someone has been away, the first days back set the tone for engagement and retention.

  • Communicate: a simple “welcome back” goes further than you think.

  • Prioritise: agree what matters most in week one, not everything at once.

  • Flex: offer short-term adjustments that help staff regain confidence.

  • Recognise: acknowledge the transition — it shows care and builds trust.

Practical steps to ease the overwhelm

• Prep the night before (clothes, lunch, travel)

• Short breaks in the first week back

• Don’t expect to feel “caught up” immediately

• Celebrate small wins in your first few days

Final Thought

Returning to work is more than just showing up. For employees, it’s about giving yourself permission to adjust without guilt. For managers, it’s about creating a space where staff can return positively and sustainably. Done well, it builds trust, wellbeing and loyalty.

If you’re a business owner or line manager, supporting returns well is one of the simplest ways to protect wellbeing, reduce turnover and strengthen your team. Thrive HR UK offers training and resources to help managers lead return-to-work conversations with clarity and confidence.

Internal links:

• Link to Services: Manager Training & Development

• Get in touch: Contact Us

• Further Reading:

  Being Bullied at Work? Here is what to do about it

  What to do when an employee cries in a 1:1

FAQ’s

• Is it normal to feel anxious about going back to work?

  Yes. After time away your brain is still in “off mode.” Anxiety usually eases once you prioritise a few key tasks and rebuild routine. Give it a few days.here

• How can I ease first-day overwhelm after a holiday?

  Block an hour for inbox triage, choose three priorities for day one, and avoid long meetings. Aim for momentum, not perfection.

• What if I am returning after sickness and my energy is low?

  Be honest about capacity and ask for a short phased return if needed. Agree what is realistic for week one and build up gradually.

• I am returning from maternity leave. What should I ask for?

  Request a structured update on changes, clarity on expectations, and any flexible working you might need. Using KIT days or a buddy can help.

• As a manager, what should I do in week one of someone’s return?

  Welcome them back, set two or three clear priorities, schedule short check-ins, and offer temporary adjustments. Focus on confidence and pace.

• Do I need a formal plan for a phased return?

  A short, written plan helps. Outline hours, duties, review dates, and who to contact if anything changes. Keep it proportionate and review weekly.