Introduction

India stands at an economic crossroads. With ambitious growth targets, the country cannot afford to leave half its talent pool untapped. Yet, India’s female labour force participation rate (FLFPR) remains among the lowest in the world—just 31.7% in 2023–24, far behind the G20 average of nearly 50%.

While education levels for women have improved significantly, this progress hasn’t translated into employment. The “career break” phenomenon is a major contributor to this gap. Millions of skilled, educated women leave the workforce due to life events such as marriage, childbirth, elder care, or relocation—and very few return.

This article details why women leave, the cost of breaks, how companies and platforms are bridging the gap and what needs to change.

Why Indian Women Leave the Workforce

Studies and surveys reveal some recurring themes:

1. Childbirth and Childcare Responsibilities

The most common reason is motherhood. A staggering 73% of Indian women quit jobs after childbirth. Lack of childcare facilities, long working hours, and societal expectations push many out of the workforce.

2. Work-Life Imbalance

Based on studies, 34% of women leave jobs due to inflexible work hours and lack of support systems, while only 4% of men are impacted by it.

The findings showed that 38 per cent of HR managers considered a woman’s marital status during the hiring process, whereas only 22 per cent did so in the case of male candidates.

Marriage-related relocations, elder care, and cultural norms often dictate women’s careers. In some cases, women are discouraged from working after marriage due to safety concerns or conservative mindsets.

3. Family and Cultural Expectations

4. Workplace Challenges

Gender bias in hiring and promotions
Unsafe travel conditions
Lack of maternity and return-to-work support

The result: Highly qualified women often step away from promising careers, creating a massive talent and productivity loss for the economy.

The Hidden Cost of Career Breaks

Career breaks don’t just affect employment. They impact:

Earnings: A 5-year break can reduce lifetime earnings by over ₹1 crore (as per global studies).
Confidence and Skills: Rapid tech changes leave returnees feeling underqualified.
Talent loss for organisations: Many recruiters hesitate to hire women with gaps, despite their experience.

This not only limits women’s financial independence but also hurts companies that miss out on a diverse and experienced workforce.

But the impact is much larger than what appears at the surface level. India’s GDP could grow by $770 billion by 2025 if female participation matched men’s (McKinsey estimate). Women rejoining work isn’t just a gender issue—it’s an economic necessity.

When the woman of the house works:

More jobs, stronger businesses: When a woman steps out to work, it doesn’t just change her life—it creates a ripple effect. She ends up creating more jobs. Think about it: someone needs to help with housework, childcare, cooking, or cleaning—tasks she was managing for free before. Plus, she uses transportation, buys meals, and avails other services, which further boosts demand in the economy.

Higher earning potential: When women contribute financially, the household income rises, which means the family can afford more. This extra income increases their overall spending power, benefiting not just them but the economy at large.

Better lifestyle, health, and education: More income means families can prioritize better education for their children, quality healthcare, and an improved lifestyle. This uplift in living standards eventually raises the quality of life for society as a whole.

Positive impact on the economy: More jobs, growing businesses, higher incomes, and increased spending power—together, these factors drive economic growth for the entire country.

Transformative effect on society: When women earn, society sees them differently. They gain respect, confidence, and the power to make better decisions for their families. Over time, many social evils—like female foeticide, dowry demands, and harassment—begin to fade. Why? Because a girl is no longer just a caregiver; she’s also a provider.

Women’s empowerment is essential for India to become a developed nation, says President Murmu.

Government Initiatives, Roles of Corporates and NGOs

India is witnessing a surge in initiatives to help women re-enter the workforce after career breaks, led by both the government and private sectors. Programs like Skill Impact Bond and Mission Shakti focus on large-scale skilling, job creation, and safety measures, while states like Uttar Pradesh have boosted female labour force participation through policy reforms.

Image courtesy: https://tathya.in/5k-cr-for-mission-shakti/

Corporations are driving change with structured returnship programs such as TCS Rebegin, Infosys Restart, Mahindra SOAR, and similar initiatives by HCLTech, Accenture, Salesforce, Visa, and Goldman Sachs, offering upskilling, mentorship, and flexible roles.

Nonprofits like Avtar, SEWA, and LedBy Foundation complement these efforts with job platforms, digital training, and grassroots empowerment, while community-driven models like Pfizer’s Autonomous Teams and vocational programs from NGOs provide localised support.

Together, these programs aim to bridge skill gaps, normalise career breaks, and create inclusive workplaces that empower women economically and socially.

Challenges Women Face When Returning to Work

According to the study conducted by the Genpact Centre for Women’s Leadership, a wing of the University, 50% of working women in the country leave their jobs to take care of their children at the age of 30. Even among those who manage to return, 48 percent drop out within four months of rejoining the workforce. [The Quint]

Even though many organisations, returnship programs, women encounter hurdles, such as:

Low on Confidence: Women find it difficult to get back to work after a long gap. They or their family members become so comfortable with them around 24/7, it becomes a major mental challenge to go past that and start again.
Skill Gaps: All the industries are becoming more and more dynamic with tools, processes and technology changing every day. Women find it overwhelming to adapt to these, especially if they are out of touch for a long time.
Lost Network: Women become so entangled in their personal lives that they lose touch with their peers over the years. They do not know whom to approach and where to start.
Hiring Biases: Organisations are often reluctant to hire candidates who have a break in their career citing reasons such as skill gap, lack of knowledge, more time to train, and so on.

Much More is Needed to Bring Women Back to Work

At Paths & Possibilities, we’ve spoken to more than 30 women who stepped away from their careers for various reasons and now dream of returning. The biggest roadblock they face isn’t skill—it’s mindset. Most of them tell us that a loss of confidence is the number one reason holding them back. That’s exactly why we created our Rise & Shine program. Through personalised sessions and one-on-one counselling, we help women rebuild confidence, rediscover their strengths, and prepare to step back into the workforce with courage and clarity.

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Apart from the mentorship programs and initiatives, much needs to be done by the women themselves and society as a whole.

Women

Upskill in digital tools, emerging tech, and soft skills
Leverage networks—LinkedIn, alumni groups, women’s forums
Explore freelance and gig work as a stepping stone

Employers

Normalize career breaks in hiring
Offer flexible work, childcare support, and mentoring
Create measurable diversity goals

Society

Provide family support and assistance to working women
Adapt an open mind and treat the girls and boys in your family equally

Policy & Ecosystem Changes

Affordable, accessible childcare infrastructure
Safe public transport and workplace safety measures
Flexible work regulations
Tax incentives for companies hiring returnees

The Journey Has Just Begun

Women in India face many hurdles when returning to work after a career break, but things are slowly improving. Companies are launching returnship programs, policies are becoming more supportive, and mindsets are starting to change. This is not just about inclusion—it’s about valuing skilled, experienced, and motivated talent. However, there’s still a long way to go. Real progress will happen when women, families, workplaces, and governments work together to create an environment where women can confidently return and grow in their careers.