The Hidden Cost of Ignoring Resilience in Workforce Re-entry

A psychological truth

As the UK rolls out sweeping welfare reforms to tackle economic inactivity, the drive to get more people back into work has never been more intense. With a backdrop of rising employment gaps, long-term sickness, and post-pandemic economic strain, the Government’s Back to Work Plan aims to reintegrate over a million people into the workforce.

But beneath the rhetoric of economic necessity lies a psychological truth we can’t afford to ignore:

Returning to work is not just a logistical transition, it’s an emotional one.

And when resilience isn’t part of that journey, the risks go far beyond job vacancies left unfilled. We create a revolving door of re-entry and relapse. We burden already fragile health systems. And we fail the very people we claim to be helping.

Why Workforce Re-entry Fails Without Psychological Readiness

For people who’ve been out of work due to illness, caregiving, redundancy, or mental health challenges, going back to work can trigger more than just nerves.

It can reopen wounds of rejection, insecurity, or failure. It can feel like stepping into an environment that expects “normality” from people who have spent months,  sometimes years, living anything but.

And when those individuals aren’t supported to handle the emotional toll of change, re-entry becomes another stressor rather than a solution.

Research from the Centre for Mental Health shows that people with long-term mental health conditions are twice as likely to drop out of the workforce without proper psychological support. The result? A cycle of unemployment, reduced self-worth, and worsening health.

What Does “Lack of Resilience” Look Like in Real Life?

• A woman returning to work after a period of depression finds herself triggered by the same workplace culture that contributed to her burnout. She doesn’t speak up, and quits six weeks later.
• A man recovering from long COVID accepts a part-time role but becomes overwhelmed by the pressure to “keep up.” His performance drops, and he’s quietly phased out.
• A young carer re-enters the workforce with little social support and quickly begins missing shifts due to anxiety and exhaustion.

These aren’t rare exceptions. They are predictable outcomes when resilience is left out of the workforce re-entry equation.

What Exactly Is Resilience and Why Does It Matter Here?

Resilience is often misunderstood as “toughness”,  a kind of grit that helps people power through adversity. But psychologically, it’s much more nuanced.

Resilience is the ability to adapt to stress, regulate emotions, and bounce back from setbacks. It includes:

• Self-awareness: recognising signs of stress early
• Cognitive reframing: changing the narrative from “I can’t do this” to “I’ve done hard things before”
• Goal setting: breaking large transitions into manageable, meaningful steps
• Support-seeking behaviour: knowing when to ask for help and who to ask

Crucially, resilience is not innate. It can be learned, practised, and strengthened over time, especially with the right tools and support.

The Economic Fallout of Ignoring Resilience

Let’s move beyond personal cost and look at the macro picture. If resilience isn’t integrated into return-to-work strategies, organisations and governments alike feel the impact:

Increased Attrition and Turnover

Returning employees who lack resilience are significantly more likely to leave their roles within the first 6 months. This leads to:

• Costly recruitment and onboarding cycles
• Lost institutional knowledge
• Weakened team dynamics

Low Productivity and Presenteeism

Even when employees show up, they may be struggling to stay engaged. The Mental Health Foundation reports that presenteeism (being at work but mentally unwell) is costing UK businesses over £15 billion annually,  more than absenteeism.

Increased Health and Welfare Costs

Employees who re-enter work under stress are more likely to:

• Relapse into illness
• Require time off
• Re-engage with NHS or welfare services

This places additional strain on health and benefits systems that are already overstretched.

The Workplace Isn’t What It Was, and Returners Know It

The modern workplace is faster, more tech-heavy, and more socially complex than ever before. Hybrid models, constant connectivity, and shifting expectations mean that returning to work in 2025 is not the same as returning in 2015 or even 2019.

Those re-entering the workforce are not just catching up with their careers. They’re navigating a landscape that may feel alien, especially if they’ve been away for more than a year.

Without psychological preparation, that transition can feel like stepping onto a moving treadmill,  out of breath before you even begin.

How Employers and Policymakers Can Close the Gap

So what does a resilience-informed workforce re-entry plan actually look like?

Integrate Resilience Training into Pre-Employment Support

Return-to-work schemes should offer more than skills assessments and CV clinics. They should include science-backed resilience development, such as:

• Stress management tools
• Emotional regulation strategies
• Confidence-building exercises
• Realistic goal setting and reflection

At PsycApps, our CPD-certified Resilience Development Programme is designed with these exact needs in mind. It meets people where they are  anxious, unsure, hopeful… and gives them psychological tools they can use before, during, and after re-entry.

Equip Line Managers to Spot Signs of Strain

Managers are often the first point of contact for returning employees. They need training not just in task allocation, but in psychological literacy: recognising early signs of stress, knowing how to initiate supportive conversations, and guiding staff toward appropriate resources.

Normalise Gradual Re-entry

Not everyone will return at the same pace. Flexible working arrangements, phased returns, and mental health check-ins should be standard practice, not special exceptions.

Reintegration works best when it’s designed around the person, not the policy.

Measure More Than Just Job Outcomes

Success shouldn’t be defined solely by employment status. Metrics should also include:

• Retention rates after 6 and 12 months
• Reported job satisfaction
• Wellbeing scores and psychological safety
• Access to and engagement with support resources

Resilience Is the Missing Link

We’re in the middle of one of the most significant return-to-work movements in a generation. But if we push people back into the workforce without giving them the tools to cope,  to adapt, to grow, to bounce back,  we’re not solving anything. We’re just setting them up to fall again.

The cost of ignoring resilience is subtle at first, a bit more stress here, a few dropouts there. But over time, it grows into lost potential, broken trust, and preventable suffering.

We can do better.

We must do better.

Because people are not productivity units. They’re human beings. And if we give them the psychological support they need, they won’t just return to work,  they’ll rise within it.

Explore our CPD-Certified Resilience Development Programme to start your journey today.