The Cost of a Career Pause: When growth stands still
Thirteen years ago, when I resigned from my position in Dubai, I was earning Rs 1 lakh per month. It was a stable income, a promising trajectory, and the pride of financial independence in a global marketplace. I stepped away not out of dissatisfaction, but out of choice—to raise my child, to be present in the years that do not return.
It was a conscious sabbatical, one rooted in responsibility and love. Today, after more than a decade, I have re-entered the workforce in India. The first offer I have received stands at Rs 1 lakh per month.
The same figure. On paper, it may appear neutral. In reality, it is deeply telling. In thirteen years, economies have fluctuated, industries have evolved, inflation has surged, and expectations from employees have multiplied. The world has moved forward at lightning speed. Yet for many professionals—particularly women who take career breaks for caregiving—compensation often seems frozen in time.
Where is the growth? This is not a personal grievance; it is a structural question. Career pauses are still viewed through a narrow lens. Experience is measured by uninterrupted corporate tenure rather than cumulative capability. A gap in employment history is often treated as erosion rather than evolution.
But what exactly happens during a sabbatical taken for caregiving? Motherhood—or caregiving in any form—is not a professional vacuum. It is crisis management without a manual. It is multitasking under pressure. It is negotiation, budgeting, emotional regulation, conflict resolution, and time optimization rolled into everyday life. These are precisely the soft skills organisations claim to seek in leaders.
Yet when a professional returns after years of nurturing a family, the compensation often reflects caution, not confidence. There is also the invisible comparison. Had I remained in Dubai and continued climbing the corporate ladder without interruption, my income would likely have grown incrementally through promotions and annual raises. Compounded growth is the reward for continuity. But what about those who temporarily step off that ladder?
Does choosing family automatically disqualify one from financial progression? Many returning professionals are subtly told to be grateful. “At least you found a role.” The subtext suggests that the market has done them a favour. But gratitude should not replace equity. Fair compensation is not a privilege; it is recognition of value.
The modern workplace prides itself on inclusion and diversity. Policies highlight gender balance and equal opportunity. But inclusion is not complete until it accommodates nonlinear careers. Growth cannot be reserved only for those who follow a straight, uninterrupted path.
Across households, countless women—and increasingly men—make career sacrifices to stabilise families. Their contribution sustains the social fabric. Yet when they seek to rejoin the economic framework, they often start from where they left off, not where time should have reasonably taken them.
Thirteen years later, I am not the same professional who once walked away. I bring maturity, resilience, emotional intelligence, and a broader worldview. The number on the offer letter may be identical, but the value I carry has multiplied. The real question is this: will our systems evolve to recognise it? Growth should not be a casualty of caregiving. And progress, if it is truly inclusive, must account for life beyond the boardroom.
The writer is freelance journalist, writes on development and socio-economic issues; views are personal
