Successful return to work after maternity leave is a global problem in all areas of work, including healthcare, as highlighted recently by Allen et al. [1]. In June 2020, the UK General Medical Council commissioned community research for induction of doctors, including those returning to work, and showed that the induction process was sometimes overlooked as employers were not aware of changes that might have occurred [2]. Safe return after maternity leave needs to be addressed [3]. A smooth induction should include a personal development plan to focus on areas of concern; a brief period of observation or shadowing; and appropriate measures to safeguard patient safety. Special return-to-work courses may help with this process. For workers who are breastfeeding, facilities to express and store milk, and rest areas should be provided [3].

According to NHS England around 10% of doctors in training posts are on pre-approved time-out from training for a long duration [4]. To support their re-joining, the NHS has a SuppoRTT programme (Supporting Return To Training) which can be accessed via local Health Education England offices [4]. This programme focuses on an enhanced supervised period, funding supernumerary working, refresher courses and funding for other courses as per individual needs. Some offices also provide Keeping In Touch (KiT) days after maternity leave and Shared Parental Leave In Touch (SPLiT) days to allow for attendance at relevant courses and meetings. Small amounts of funding are also provided to cover childcare during those periods [4].

Induction after maternity leave can be a daunting process and policies should be in place even before going on leave. Rotas need to be tailored to individual needs and modified gradually for full-time work. As the NHS is facing workforce challenges, smooth and planned induction can help to motivate a person's return to work at their full potential. Childcare and breastfeeding facilities should be in place to support the emotional health of the parents. Poor support after retuning back to practice can lead to adverse effects on mental health and loss of career ambition.

正如 Allen 等人最近强调的那样，产假后成功重返工作岗位是包括医疗保健在内的所有工作领域的全球性问题。 [ 1 ]。 2020 年 6 月，英国医学总委员会委托开展社区研究，对医生（包括重返工作岗位的医生）进行入职培训，结果表明，由于雇主不知道可能发生的变化，入职流程有时会被忽视[ 2 ]。需要解决产假后的安全返回问题[ 3 ]。顺利的入职培训应包括个人发展计划，重点关注关注的领域；短暂的观察或跟踪；以及保障患者安全的适当措施。特别的重返工作岗位课程可能有助于这一过程。对于母乳喂养的工人，应提供挤奶和储存乳汁的设施以及休息区[ 3 ]。

据英国 NHS 称，大约 10% 的培训岗位医生接受了预先批准的长期培训暂停 [ 4 ]。为了支持他们重新加入，NHS 制定了 SuppoRTT 计划（支持重返训练），可以通过英格兰当地健康教育办公室访问该计划 [ 4 ]。该计划的重点是加强监督期、为编外工作、进修课程提供资金以及根据个人需要为其他课程提供资金。一些办公室还在产假后提供保持联系 (KiT) 天和共享育儿联系假 (SPLiT) 天，以便参加相关课程和会议。还提供少量资金来支付这些时期的儿童保育费用[ 4 ]。

产假后的入职可能是一个艰巨的过程，甚至在休假之前就应该制定政策。轮值表需要根据个人需求量身定制，并针对全职工作逐步进行修改。由于 NHS 面临劳动力挑战，顺利且有计划的入职培训有助于激励员工充分发挥潜力重返工作岗位。应建立儿童保育和母乳喂养设施，以支持父母的情绪健康。返回实践后缺乏支持可能会对心理健康产生不利影响并导致职业抱负的丧失。