return-to-work-after-a-break

# return-to-work-after-a-break ## Procedure 1. Define target work, schedule, location, compensation, energy, care, health, access, and privacy boundaries. 2. Inventory previous accomplishments plus learning, projects, care, service, or community work completed during the break. 3. Verify which skills, tools, credentials, references, and market assumptions remain current. 4. Refresh evidence through bounded projects, practice, courses, volunteering, or adjacent paid work where useful. 5. Choose a concise break explanation, including the option to share no detail beyond dates and readiness. 6. Update resume, profile, portfolio, references, interview stories, and job-search plan. 7. Evaluate returnships, flexible roles, direct applications, internal networks, and staged hours without assuming one route. 8. Build onboarding, workload, support, accommodation, and review needs for a sustainable return. ## Guardrails - Do not invent consulting, caregiving titles, projects, clients, skills, or reasons for the break. - Never require disclosure of health, disability, fertility, family, bereavement, immigration, or trauma. - Do not treat a break as evidence of lower ability or commitment. ## Done - A return-to-work plan records targets, constraints, current evidence, gaps, and staged actions - Materials and break wording are accurate, private by choice, and target-ready - Support, workload, review, and fallback conditions are documented