How to encourage your wife to return to work

Getting married does not mean that everything is settled down now. You have to make efforts on a regular basis to make your marriage work properly. Love is the most important thing in a marriage so that a couple can stay together happily. But, if it is missing in a relationship, then there is no reason for the couples to stay together. A woman always tries her best to keep her husband happy, but, it is not enough to make a relationship work properly. You should also take the responsibility of making your marriage successful. So, if you find that your wife is not showing interest in you as she used to do, then you should be careful and try your best to make her fall in love with you again. How to make your wife fall in love with you again, depends wholeheartedly on the ways you treat her. So, if you really want your wife fall in love with you again, then start treating her with more love and care. It will definitely do magic and make her fall in love with you again. Some of the ideas stated below which will help you in making fruitful efforts.

Indulge With Her In A Great Conversation

Everyone loves to indulge in a deep conversation with the person he or she loves. Therefore, having a meaningful conversation with your partner make them fall in love with you again and again. It also gives you an opportunity to make your relationship stronger. The best thing about it is that there will be less chance to have any matter unsaid between both of you. So, if you will be opened to your wife, then it will surely make her fall in love with you again.

Make Her Feel Special

Your wife is the most important person in your life, but you never tried to tell her how special she is for you. Sometimes, these small things can make a big difference in any relationship. If you really love your wife and want her to love you back, then do not forget to make her feel special. So, always try to make her feel special and keep her needs and desires at the top of your priority list. Moreover, always remember the special dates such as her birthday, anniversary, Valentine’s day, etc. and plan surprises for her. For example, order surprise Valentine gifts for her and make her feel special.

Show Your love For her

Only loving someone heartily is not just enough, showing your love is also an important part of your married life. If you stop showing how much you love your partner, it will make them feel unwanted or unattractive. Express your love with your words and actions, it will surely do the magic. Every day, several times say the three magic words and make her feel how much you love her. Make sure she never be in doubt she is the one you love the most.

Support Her Dreams

Support her to follow her dreams and help her to fulfill all desires. Your this kind of attitude will surely make her fall in love with you again. So, if you really understand her and want her to be successful in life, then always give your best and take a stand by her in every situation. If you and your wife work towards achieving goals together, then there is a good possibility that you will stay lifelong in a healthy relationship.

Be Loyal To Her

Loyalty and trust are the base of any happy and successful marriage. So, always try to make your wife believe that you are loyal to her at any cost so that she can trust you the most. Make your wife believe that you are always available for her both physically and emotionally whenever she needs you. If your wife has a strong belief that whenever any crisis occurs, you will be there to support her, then it is the best thing which will definitely make her fall in love with you heartily.

Assist With Her Work

Assist your wife with household chores and make her find extra time to do something else that she likes. So, if you share the responsibilities with your wife equally, then it will show how much you love and care for her. It is one of the wonderful ways to show your true love for your wife and also make her fall in love with you madly. She will really appreciate your consideration. And this will definitely make her feel happy and fall in love with you again and again.

Keep Her Happy

Make her happiness your priority. Always try to keep her happy in every aspect. Give gifts and make her feel surprised. If you do small things for the sake of the happiness of your wife, then it will make her fall in love with you again and again. Your efforts make her realize your true love for her. Apart from this, appreciation also plays a vital role in making your wife fall in love with you. So, never forget to appreciate her for her achievements and good work. It will do magic to make her love you back in the way you want to be loved.

So, these are some ideas which will definitely help you to win the heart of your lovely wife and make her fall in love with you again.

If you are returning to work following the COVID-19 restrictions, you can get information in our document on returning to work safely following COVID-19 closures.

If you are returning to employment after a significant gap, there are a number of options to consider and steps you should take before you start work. You may need help with finding a job or you may be interested in further training before starting work. Your Intreo Centre or Social Welfare Branch Office can advise you about job opportunities – see ‘Where to apply’ below. You can also check Jobs Ireland online for details of job vacancies and training courses. The Department of Employment Affairs and Social Protection is responsible for providing employment services and guidance to jobseekers as well as income support.

You can use the benefit of work estimator from the Department of Social Protection to help you assess the financial consequences of taking up full-time work. The Reckoner works out the total amount you would receive on taking up full-time work (including any Working Family Payment) and compares this to what you are getting in jobseeker payments (including Rent Supplement).

Other supports

If you are unemployed you may be able to retain your medical card or Rent Supplement when you take up employment – see below. If you have been unemployed for some time and still have not found a job you may be eligible for an employment scheme. There are also employment supports for people with disabilities.

If you have children:

    You may be able to keep your Increase for a Qualified Child payment for 13 weeks. Alternatively, if you are taking up a low-paid job, you may qualify for Working Family Payment (WFP)

The Back to Work Family Dividend is available for lone parent and long-term jobseeker families with children return to work. It can be paid in addition to WFP.

Tax and PRSI

If you are returning to employment after a significant gap, you need to ensure that your tax and PRSI deductions from your wages are correct.

Your new employer must deduct tax and the Universal Social Charge (USC) from your pay under the PAYE system from the beginning of your employment. To make sure that your tax is properly dealt with from the start and that your employer deducts the right amount of tax from your pay, you should do the following:

  • Give your employer your Personal Public Service (PPS) number and ask for your Employer’s Registered Number. If you do not know your PPS number, contact your Intreo Centre or Social Welfare Branch Office and staff there can find your number for you.
  • Register the details of your new job with Revenue’s Jobs and Pensions online service in myAccount. If you are unable to use online services, you can contact your tax office for assistance – see ‘Where to apply’ below.

Ideally you should take these steps as soon as you accept an offer of a job, even if only a part-time or holiday employment. This will give your employment and the tax office time to get things sorted out before your first pay day.

When you have registered the details of your new job, Revenue will send your employer a tax credit certificate showing the tax credits that your employer deducts from your tax bill. You can view your tax credit certificate and claim any additional tax credits you may be due through Revenue’s PAYE Services. You access PAYE Services through Revenue’s myAccount.

If you have not sorted out your tax position by the time you start work your employer will have to deduct tax on an emergency basis.

Providing your employer with your PPS number will allow your social welfare contributions to be recorded along with any contributions you paid in previous periods of employment.

If you have been out of the workforce for some years, you will not immediately qualify for short-term social welfare payments such as Illness Benefit. You are, however, immediately covered for Injury Benefit, where you are unable to work due to an accident at work. How quickly you will qualify for the various social welfare benefits will depend on the type of benefit you are applying for and your circumstances before returning to work. You gain credited contributions if, for example, you are sick or unemployed.

Retention of medical card and Rent Supplement

Medical card
If you are unemployed and you are returning to full-time or part-time work, you can keep your medical card for 3 years provided you have been getting a full-rate payment for one of the following allowances or benefits for 12 months or more:

  • Jobseeker’s Benefit
  • Jobseeker’s Allowance
  • One-Parent Family Payment
  • Illness Benefit
  • Invalidity Pension
  • Disability Allowance
  • Blind Pension or
  • Have been on an employment incentive scheme or educational opportunity scheme

If you take up full-time employment you will retain your medical card for 3 years from the date you start work. If you take up part-time employment the 3-year period starts from the date your income exceeds the relevant medical card guideline. There are further details about the retention of medical cards in the Health Service Executive’s Medical Card/GP Visit National Assessment Guidelines (pdf).

Rent Supplement
If you have been unemployed or not in full-time employment for at least 12 months and are assessed as in need of housing under the Rental Accommodation Scheme you may be entitled to retain your Rent Supplement.

Differential rents and returning to work

If you are renting from a local authority or housing association, your rent is calculated using the local authority differential rents system. This system is based on your household’s weekly income and your ability to pay. So, if your income increases when you return to work, you must inform the local authority or housing association and you may be asked for a higher contribution towards the rent.

If you are a private tenant on the Housing Assistance Payment (HAP) scheme, your rent contribution is calculated in a similar way and you will have to notify the local authority when your income changes.

Apryl Duncan is a stay-at-home mom and internationally-published writer with years of experience providing advice to others like her.

Leigh Raviv, WHNP-BC, is a women’s health nurse practitioner serving women in New York City.

Deciding whether you should return to work after the kids start school is as big of a choice as it was to quit working to become a stay-at-home mom. It's another milestone in motherhood because you may feel like your kids don't need you as much, and you'd like to get back into the workforce.

On the other hand, making the switch to working mom gives your family extra income, but now you're faced with new challenges you didn't have before you had children. Ask yourself these 10 questions before you make a final decision.

How Is Your Financial Situation?

Your family budget took some adjusting to when you went from two incomes to one, but you made it work. Your kids may now be involved in dance, sports, and other activities, plus school expenses you didn’t have before, and your budget is taking a hit.

Evaluate your finances and add in those new expenses you're facing to help you make your decision about going back to work. Sometimes your finances make the decision for you, unfortunately. But you should give your budget an honest and thorough evaluation, making adjustments to see if you can take the budget factor out of the equation.

How Much Will Childcare Cost?

An additional income heading to your family's bank account after all this time living off of one paycheck makes it sound like your decision should be easy. However, you have to consider the amount of money you'll be bringing in versus the cost. You'll have to factor in clothes and gas, of course, but now you'll also have to consider the cost of childcare.

Who's Going to Take Care of the Kids?

Kids get sick. School is out for holidays, parent-teacher conferences and fall and spring breaks. Make a plan now for who is going to watch your children when they’re out for a day or even a couple of weeks during Christmas break while you’re working every day. If you’re planning on a family member to do these things, talk with them now to make sure they agree to it before you start the job hunt.

Is a Part-Time Work Schedule Feasible?

There are plenty of options now that you don't have to go all-in or not at all when it comes to working. There are part-time jobs perfect for moms that allow you to get off from work in time to pick up the kids. Thanks to today's technology, you can easily work from home and make money online without having to decide between a job or staying home.

Can You Find a Flexible Work Arrangement?

You may need to pick the kids up at school at 3 p.m., but your typical full-time 9 to 5 doesn't give you that option. A flexible work arrangement may work for you. These alternatives to your nine-hour day with a one-hour lunch break instead offer flexible work schedules, such as scheduling your own hours or compressing your schedule so you're working hours you can actually manage.

Look for a flexible work arrangement or, if you find a job you're interested in that doesn't advertise a flex schedule, don't be afraid to ask if there's something you could work out. You'll never know if you don't try.

Will You Return to the Same Career?

Think back to the days when you were working and didn't have kids at home. Were you spending 12-hour days at the office, traveling for days or even weeks at a time out of state? Life is different for you now, and that's something you have to consider before returning to your former career.

There might be other options within your career path that would work, but there may also be new opportunities in a different career path that you might not have considered before you had kids. Now's the time to explore those options as you toy with the idea of going back to work.

What Are the Benefits of Staying Home?

You may be past diaper changing, but that doesn’t mean you have to stop being a stay-at-home mom. In fact, a study published in 2015 found that adolescents who spent more time with their mother had fewer delinquent behaviors compared to their peers who had less time with mom.   Just because the kids are in school full time, doesn't mean the importance of your role as a stay-at-home mom has stopped.

Do You Want to Go Back to Work?

Are you bored with your days now that the kids are back in school or do you truly want to get back to work? If you’re unsure, take a step back before you commit yourself to return to the workforce. Look for volunteer work in an area you’re passionate about, get more involved in your children’s school, think about going back to school or even take on a new hobby.

Who knows? That hobby could turn into a money-making venture that brings in just as much money as a full-time position.

Are You Prepared to Go Back to Work?

Making the transition back to work is a big adjustment for your whole family but especially for you. Are you ready to go back to work? You've probably made a list of the pros and cons of going back to work, but now make a list of pros and cons for yourself. List everything from how your daily routine will change to how you'll handle your work/life balance.

What's Right for Your Family?

Should all stay-at-home moms return to work when their kids go back to school? No. Should all stay-at-home moms continue to stay home even though their kids are in school?

No. There is no blanket answer for everyone. Don't let the pressure from your in-laws or friends sway you in either direction. The decision you make should include your spouse and your kids, of course. In the end, you're the only one who truly knows what you want to do and if it's right for your family.

You may be concerned about how your colleagues will react, for example, or that you will not be able to cope.

But most people find that going back to work is a positive step, and support is available to help ease your way back in.

Going back to work after taking sick leave

If your job is still open for you, consider talking to a GP before going back to work. Then you can arrange a meeting with your employer or occupational health adviser.

You can discuss anything that concerns you about returning to work, including any recommendations from the GP.

You may wish to ask about:

  • flexible hours – you might like to return part-time, for example, or start later in the day if you’re sleepy from medicine in the mornings
  • support from a colleague in the short or long term
  • a place you can go for a break when needed

Support for people with mental health problems

Reasonable adjustments

By law, employers must make “reasonable adjustments” for workers with disabilities or long-term physical or mental conditions.

This could mean giving someone with social anxiety their own desk rather than expecting them to hot desk, for example.

Access to Work

If you need extra help beyond reasonable adjustments, you can apply for an Access to Work grant. These pay for practical support so you can carry on doing your job or start a new one.

Fit for Work

Fit for Work offers free advice to people with a health problem who want to stay in or get back to work.

Looking for a new job

If you’re unemployed and want to get back into work, staff at your local Jobcentre Plus can help. If you have ongoing mental health issues, ask to speak to their disability employment adviser.

If you have a mental health worker, they can also tell you about the support available to help people with mental health problems get back to work.

Before you speak to anyone, think about:

  • where you would like to work
  • what kind of work you would like to do
  • what type of support you may need
  • your financial situation, including any benefits you’re getting

A full-time paid job is not the only option open to you. There are other possibilities that may suit you, including part-time work or volunteering.


Volunteering is a popular way of getting back into work. Helping other people in need is great for your self-esteem and can take your mind off your own worries.

Plus, volunteer work can improve your chances of getting a paid job when you’re ready and, until then, you can carry on claiming your benefits.

Your rights and the law

Some people worry that when they apply for a job, they will be discriminated against if they admit that they have, or have had, mental or emotional health problems.

But it’s illegal for employers to ask health or health-related questions before making a job offer.

It’s also illegal to discriminate against people with any kind of health condition or disability, including mental health issues.

How work benefits your mental health

People usually find going back to work after a period of mental illness a positive experience.

When you first ask for maternity leave your employer will give you a date for returning to work. They’ll assume you’ll be away for a year unless you tell them you want to return to work sooner.

Don’t worry if you change your mind about when to return to work. Just write to your employer with your new dates, and give them plenty of time:

  • to end your leave sooner, tell your employer at least 8 weeks before your new end date
  • to end your leave later, tell your employer at least 8 weeks before your old end date

If you decide not to return to work, your contract will tell you what notice to give – if there’s nothing in your contract, you need to give at least 1 week’s notice.

Returning to your job

You have a right to return to work after your maternity leave.

You’ve been on maternity leave for 26 weeks or less

You’re entitled to return to the same job after maternity leave if you’ve been away 26 weeks or less. Your pay and conditions must be the same as or better than if you hadn’t gone on maternity leave.

It’s unfair dismissal and maternity discrimination if your employer says you can’t return to the same job. You can take steps to resolve an unfair dismissal, starting with talking to your employer. Contact your nearest Citizens Advice if you need any help.

You’ve been on maternity leave for more 26 weeks

It’s unfair dismissal and maternity discrimination if your employer doesn’t let you return to work after maternity leave, or if they offer you a different job without a strong reason. They can’t offer you a different job if:

  • your job still exists – for example if they’ve given it to someone else
  • your job would still exist if you hadn’t gone on maternity leave
  • the new job isn’t something you could do
  • the new job has worse conditions or pay than yours did – for example if you used to work part-time, and the new job would be full-time only

You can take steps to resolve an unfair dismissal, starting with talking to your employer. Contact your nearest Citizens Advice if you need any help.

You have extra rights if you’re made redundant on maternity leave. Check whether your redundancy is fair to make sure your employer is following the rules.

Returning to work part-time or with flexible hours

You can ask your employer for flexible working at any time. It could mean changing your days or hours, working from home or switching from shifts to a regular work pattern.

Usually these changes will be permanent, so work out what changes will be best for you before you ask. You can ask your employer for a trial period to test out the changes.

When you ask for flexible working your employer doesn’t have to say yes, but they should:

arrange a meeting to discuss your request

give you a decision within 3 months

give you their answer in writing, including their reasons if they refuse

Check what you can do if your employer says you can’t work flexibly. You can appeal if they don’t follow the process or give acceptable reasons.

Your employer shouldn’t sack you or treat you badly for asking to work flexibly. For example, they aren’t allowed to use your request as an excuse to give a promotion to someone else instead of you.

Not returning to your job

If you decide not to go back to your job, your contract will tell you how much notice you need to give your employer. If there’s nothing in your contract, you need to give at least a week’s notice.

Make sure you get paid for any holiday you have left – including the time you built up while you were on maternity leave.

Check whether you’d need to pay back any maternity pay

If you get contractual maternity pay you might only keep your full amount if you return to work.

You won’t need to pay back statutory maternity pay or Maternity Allowance, even if you don’t return to work. Check what type of maternity pay you’re entitled to if you’re not sure.

If you get contractual maternity pay

Your contract or employee handbook will tell you how long you need to spend back at work to keep your full contractual maternity pay.

You can take holiday to reduce how long you need to spend back at work. You could have quite a lot of holiday built up from the time you were on maternity leave.

If you do need to pay back contractual maternity pay, you won’t lose all of it. You’ll keep what you would have got if you’d been paid statutory maternity pay instead of contractual. This could make a big difference – check how much maternity pay you’ll get to see how this could affect you.

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How to encourage your wife to return to work

Many working moms take a break after the birth of their child for an average of two years.   And it’s not just moms: Whether it’s due to unemployment or personal factors, and whether your career break was planned or unplanned, taking time away from work is not uncommon.

But returning to the workforce after an extended period away can be challenging. Some recruiters and hiring managers will be understanding about years away from the nine-to-five grind, but others may feel trepidation about hiring you.

And, with time away from the workforce, your skills—along with your resume and interview skills—may need an update. It may be hard to feel confident and qualified, too.

Tips for Getting Back into the Workforce After a Career Break

Overwhelmed? Nervous? Don’t be: Here’s how to have a successful job search and transition back to employment after a leave.

Assess Your Job Wants and Needs

Don’t immediately dive into searching on job posting websites. Instead, take time to consider what you want: What type of job will be fulfilling and gratifying? Anddo you want to go back to a role like the one you had before you left the workforce, or do you want to try something a bit different?

Consider what you’d like to get out of a job, and why (aside from financial reasons) you’re interested in working again. Keep your needs in mind, too, whether they're salary requirements, flexible hours, or anything else.

Make a list of the “must-haves” for your next job.

Plus, reflect on your career break or sabbatical. Did you learn a new skill, volunteer, start a side hustle, or take classes? Even if you weren’t actively working, you may have noteworthy accomplishments to mention during interviews or add to your resume.

Re-Learn Your Industry and Network

If it’s been quite a while since you worked, you may need to re-familiarize yourself with your industry and the job opportunities in it. Some possible steps to take:

  • Research your industry:Spend some time on, researching companies and your industry. You may be particularly interested to find out the salary range for roles that are of interest to you. Here’s more information on how to research companies pre-interview.
  • Network: Reach out to former colleagues to let them know you’re returning to the workforce. Not only can you get potential job leads, but these contacts may also be able to update you on the latest industry outlook—the big players, the new jargon, etc. Ask your connections for advice and tips on getting back into the workforce.
  • Attend conferences & informational interviews: Setting up casual informational interviews can also help you feel up-to-date on your industry. This will help keep your references fresh during job interviews. Conferences can also help you get up to speed, as well as being an opportunity to expand your network. Even participating in a LinkedIn Group related to your industry can help you get back in the groove.

Freshen Your Skills

During your industry research, you may discover that there’s a whole new world of jargon. New programs may be essential. Or, maybe the tools are the same, but it’s just been awhile since you used them.

Freshen up your skills before you go out on interviews or send out cover letters—this will help you feel more confident as a candidate.

Here are a few ideas:

  • Volunteer: Even if it’s unrelated to your field, volunteering on a regular basis can get you re-accustomed to a structured environment, which employers like to see. It’s a bonus if volunteering builds or maintains skills that potential employers want to see in candidates.
  • Classes: If there are new products or programs available that aren’t familiar to you, consider taking a class (whether it’s in-person or online). Once you’ve mastered the new skill, you can include it in the skills section on your resume.
  • Newsletters, podcasts, etc.: To some extent, you may not need new skills. Some fields do not change quickly. It may just be that you need to remind yourself of how the industry works, whether that means thumbing through your old textbooks, attending conferences, or starting to read industry news, listen to podcasts, subscribe to newsletters, etc.

Practice Job Search Skills

If it’s hard to recall the last time you applied for a job, you probably need to update your resume. (And maybe your LinkedIn profile, too!) As you update your resume, consider opting for a functional version, rather than a chronological one—this may help de-emphasize the gap in your employment history.

You’ll also want to practice interviewing too—that means reviewing your answers to common interview questions and assembling an interview outfit. Plus, see these tips for responding to interview questions about being out of work along with how to explain an employment gap on your resume.

Explain Your Career Break—But Keep It Brief

If you’ve had a long break, you’ll likely have to discuss it within your cover letter, as well as during interviews.

No matter what your reason for your extended leave from the workforce, keep your explanation brief. A simple sentence will do.

Here are some examples:

  • I’ve spent time caring for a sick relative.
  • It was important to me to be home with my child until nursery school.
  • I’ve been volunteering at a homelessness charity while taking bookkeeping classes.
  • I’ve spent the past few years traveling throughout the world, working on my language skills.

Whatever your reason for being away, try to distill it down to something brief—and then return the conversation to the work you did prior to your time away. Your experience remains relevant, even if some time has passed.

Going back to the office won’t change the fact that we have too much work.

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Working too much might stifle innovation. Working remotely is just fine. Getty Images

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Uncovering and explaining how our digital world is changing — and changing us.

Employees want to work from home. Their bosses, however, can’t wait to get back to the office. Knowledge workers think being remote makes their jobs better, while managers worry the arrangement could cause the quality of work to suffer. But in scapegoating remote work, companies may be disguising the real scourge of creativity right now: too much work.

Executives were nearly three times more likely than non-executives to say they want to return to the office full time, according to Slack’s Future Forum Pulse survey. The report found that while nearly 80 percent of knowledge workers want flexibility in where they work — citing benefits ranging from work-life balance to lower anxiety at work and a better sense of belonging — their employers think that the arrangement will lead to a variety of ills, diminishing the company’s collaboration, creativity, and culture. These concerns track with another recent report from Northeastern University that found that more than half of C-suite executives were concerned about their workforce’s ability to be creative and innovative in a primarily remote work environment.

As the worst effects of the omicron variant start to wane, companies will again start to make noise about bringing people who’ve been working from home on their computers for the last two years back to the office. Thanks to an incredibly tight labor market, however, these employees have more leverage than they typically do to get what they want. How this plays out will shape how work is done for years to come.

One issue is that some employers’ concerns with remote work may be baseless.

“It seems to be the prevailing consensus, at least if you ask managers, that, ‘Oh, if you’re all remote, it has to be bad,’ and hence you have to bring people back to the office,” said Christoph Riedl, an associate professor at Northeastern University who’s been studying team collaboration and processes for nearly a decade. “We can directly compare the performance of teams that work remotely versus teams that work face to face, and we generally find no difference with regard to team performance.”

What is certain, and what’s the cause for a lot of this concern, is that our work networks are shrinking. Observed data from both Microsoft and employee engagement platform Time is Ltd. has found that workers are communicating with fewer people at work outside their direct teams. While not a silver bullet for innovation, this type of cross-department conversation can help break down silos and encourage novel solutions. But remote work isn’t the main reason keeping these interactions from occurring: The problem is there’s not enough time for them to happen. In other words, we’re talking to fewer people not because we’re working from home, but because we’re working too much.

“More directly causal of people’s use of time and available hours in the day is the workload, and not the being remote,” Denise Rousseau, a professor of organizational behavior at Carnegie Mellon University, told Recode.

“I do think there’s a tendency for people to attribute one problem to another cause just because they co-occur, saying, ‘We’re working at home, that’s why we’re not innovating,’” Rousseau said. “Our task lists are high, and our headcount is down. That’s another really good reason for not innovating.”

As people have quit their jobs or stepped out of the workforce, in what’s called the Great Resignation or the Great Reshuffling, those left behind have had to pick up the slack. Two-thirds of workers said their workload has increased “significantly” since they started working remote (read: since the start of the pandemic). More than half of those who stayed at their jobs reported taking on more responsibility when their coworkers left, with 30 percent struggling to get the necessary work done, according to a survey last summer by the Society of Human Resource Management (SHRM). People are putting in longer hours, sending and reading more email, and have less time to focus, according to data from Time is Ltd.

“Even before the Great Resignation, if someone were to leave in a department, oftentimes the key tasks would get shared among others in the department until they found a replacement,” SHRM knowledge adviser John Dooney told Recode. “The challenge [now] is there’s a higher percentage of folks resigning, therefore there’s more work to be distributed, and it’s just taking longer to hire people.”

That shortfall can be seen in our communication with wider networks of people at work.

“There’s no time for chitchat, there’s not a time for that interaction that would occur naturally,” Dooney said.

As if increased work-related work weren’t enough, pandemic-related obstructions like lack of child care and smaller social support systems have caused many people to have more work outside of paid work.

“They have more work from their job, and they have an extra role of armchair public health experts,” said Dana Sumpter, associate professor of organization theory and management at Pepperdine University, referring to the many new hats the pandemic has forced people to don. The situation is especially severe among women, who are more likely to take on an outsized share of child care and labor at home. “They’ve made the sacrifice of allowing work relationships to decay or even end because they have finite time and energy and attention.”

People everywhere are burnt out from the pandemic and are doing their best to get by. As Brandy Aven, a professor of organizational theory, strategy, and entrepreneurship at Carnegie Mellon, put it, “When we’re under threat and everybody’s still filled with dread, people will retreat and get very tribal and they hunker down. That’s what we’re seeing.”

Responses indexed on a scale of -60 (very poor) to +60 (very positive). Source: Future Forum Pulse survey

What does seem to be providing workers some solace, according to the Slack survey, is the very thing executives are worried about: remote work. While there’s certainly room to make remote work better as far as maintaining collaboration, creativity, and innovation, the more pressing issue is lightening our workloads.

That means either hiring more people or lessening the amount of work for existing employees. It would require separating the mission-critical from the nice-to-haves in order to give people the breathing room to talk to those outside those it’s absolutely necessary to talk to.

Once we have a little more time and space, we can focus on how to encourage collaboration, creativity, and innovation in a remote setting. If executives want to make the quality of work better, they might want to take a look at the quantity of work they expect. If they want to make remote work better, there are better places to start than the office.

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It’s common for U.S. citizens to marry foreigners while they’re living and working abroad, and—as with many life changes—with a new spouse comes new tax questions. Can you file single with a nonresident alien spouse? How do you file taxes if your spouse does not have an SSN (Social Security Number)? Can you still file jointly? How do taxes work when you’re married to a nonresident alien spouse?

How to encourage your wife to return to work

We get it—and here’s what you should know: You can file as Married Filing Separately, Married Filing Jointly, or file as Head of Household. The default filing status if you’re married to a nonresident alien is Married Filing Separately (MFS).

Choosing a tax filing status isn’t a decision you should make lightly, so we’ve outlined the basics to give you an idea of which path works best for you and your spouse. Need help choosing how to file if you’re married to a nonresident alien? Whether you file expat taxes yourself with our online DIY expat tax service designed specifically for U.S. citizens abroad or file with an advisor, H&R Block is here to help.

Confused about expat taxes? Learn the basics with our top 20 U.S. expat tax tips.

Can I file single if I’m married to a nonresident alien?

Let’s say you’re an American and you’ve married a Canadian while living and working in Vancouver. When tax season rolls around you may wonder if you can still file single. Unfortunately, you can’t file single if married to a nonresident alien (NRA). Once you tie the knot, you must either go with Married Filing Separately or Married Filing Jointly. Even if your spouse remains in Canada or lives in another country, the tax rules remain the same.

Married Filing Jointly with nonresident alien spouse

Filing jointly with a nonresident alien spouse is a popular choice, and in certain circumstances, can give you a big boost in the standard deduction. For example, let’s say you’re a U.S. citizen married to a Canadian citizen who doesn’t work. If you chose to file separately you would only get a standard deduction of $12,200 on your U.S. taxes.

However, if you treat your nonresident alien spouse as a resident and filed jointly, you would get the standard $24,400 deduction for married couples. Hold on, though—before you jump on the married-filing-jointly train, you should know it might not be in your best interest.

Once you file jointly and elect to treat your nonresident alien spouse as a resident, his or her worldwide income is subject to U.S. taxation. That means your Canadian spouse will be subjected to the same U.S. taxation that you are, even if you both remain in Vancouver. If your spouse doesn’t work or makes minimal income this may not be an issue, but if your spouse has a swanky job and pays most of the bills it might make more sense to file separately. If you do choose to treat your nonresident alien spouse as a resident there are many tax benefits that wouldn’t otherwise be available to a nonresident.

To elect Married Filing Jointly, you’ll have to:

  • Attach a statement that serves as a declaration that one spouse is a nonresident alien and the other is a U.S. citizen or resident alien, and that you both choose to be treated like U.S. residents. This statement must be signed by both parties.
  • Include each spouse’s information, including name, address, SSN (or if you’re married to someone without an SSN, their ITIN). If your spouse has no SSN or no ITIN, they can get one by filing the proper forms and applications with the IRS.

The best situation to file jointly is if the nonresident spouse does not work. But in order to do that, they have to get an ITIN.

While you both have to elect to file a joint return the first year, there is an option for both of you to file separate returns in following years if you make a revocation of the joint election. If you do choose to revoke the election, your nonresident alien spouse would file Form 1040 NR and be subjected to the same criteria for filing as other nonresident aliens. It’s also important to note that you must elect to revoke this choice of filing in writing—otherwise, your NRA spouse will continue to be treated as a resident alien for tax purposes.

Married Filing Separately with nonresident alien spouse

If your spouse doesn’t file as a resident, you can file as Married Filing Separately. This is the default filing status for a U.S. citizen married to a nonresident alien. Or, if you are married to a nonresident alien, you might be able to use the Head of Household filing status. To qualify and file as Head of Household when married to a nonresident alien, you must pay more than half of all household expenses, your dependents live with you, and they have a valid U.S. social security number.

What if you’re married filing separately without a spouse’s Social Security Number? You can still e-file by indicating they are a nonresident alien without an ITIN. Or, you can let H&R Block’s expat tax experts handle filing it for you.

Expat taxes for resident aliens vs. nonresident aliens can be tricky in the best circumstances. An H&R Block expat Tax Advisor can help you decide the best option for your circumstances.

There are many good reasons to get married—true love and compatibility being among the best. Here are 7 tax advantages of getting married and tips for making the extended honeymoon a little sweeter when you prepare your tax return.

For information on the third coronavirus relief package, please visit our “American Rescue Plan: What Does it Mean for You and a Third Stimulus Check” blog post.

How to encourage your wife to return to work

There are many good reasons to get married—true love and compatibility being among the best. No one would suggest that you tie the knot simply to acquire the tax blessings of the Internal Revenue Service. But the tax code does provide a few wedding gifts to those who say, “I do.” Here are 7 tax advantages of getting married and tips for making the extended honeymoon a little sweeter when you prepare your tax return.

1. Your tax bracket could be lower together

For years, taxpayers complained about the marriage penalty, which used to happen when spouses who earned similar salaries, when combined, pushed the couple into a higher tax bracket than if they were single. Congress took steps to reduce that penalty, making the tax bill for married couples filing jointly closer to the combined total they would have owed as single taxpayers. Depending on the incomes, there still can be a marriage penalty. But if the taxpaying spouses have substantially different salaries, the lower one can pull the higher one down into a lower bracket, reducing their overall taxes.

2. Your spouse may be a tax shelter

While it isn’t advisable to seek out a partner specifically because they have a business that’s losing money, it’s worth noting that the negative numbers of one person in a marriage can help both spouses. The spouse who’s losing money – say, in business – may not be able to take advantage of some deductions, including those dealing with the house. The spouse who’s making money may be able to take those unused tax deductions and claim the other’s loss as a tax write-off on a joint return.

3. Jobless spouse can have an IRA

A single taxpayer without paid work isn’t generally eligible to fund an individual retirement account (IRA). A married taxpayer without paid employment, however, may contribute to an IRA using joint income.

  • Eligible couples filing jointly can make contributions to two separate IRA accounts – one for each spouse – and receive substantial tax benefits.
  • Additionally, the point at which the IRA benefits are phased out based on income are dramatically higher for married couples than they are for single people.
  • Even if a couple isn’t eligible for a tax-deductible IRA contribution due to income limits, both spouses would ordinarily be able to make non-deductible IRA contributions,

4. Couples may “benefit-shop”

If both spouses have benefit packages from their jobs, they can usually pick the most valuable benefits from the two plans. Frequently, benefits differ between spouses and the right mixture of benefits from two plans can increase a couple’s tax savings. For example, a couple with dependents may take advantage of one spouse’s dependent care flexible spending account (FSA) that directly lowers their taxable income.

5. A married couple can get greater charitable contribution deductions

There’s a limit to the charitable contributions that may be deducted in a year, based on income, which is typically no more than 50% of your income. Having a spouse can raise that limit. If one spouse doesn’t have an income of at least double the amount of their charitable contributions in one year, the excess contributions are carried over to the next year. However, for couples filing jointly, the deduction amount takes the other spouse’s income into account, so they can potentially deduct a greater amount in the current year.

For 2020, the limit on deductible charitable contributions has been increased to 100 of your AGI. Also for 2020, you can deduct up to $300 per tax return of qualified cash contributions if you take the standard deduction. For 2021, this amount is up to $600 per tax return for those filing married filing jointly and $300 for other filing statuses.

6. Marriage can protect the estate

Being married can help a wealthy person protect the assets they leave behind. Under federal tax laws, you can leave any amount of money to a spouse without generating estate tax, so this exemption can usually protect the deceased’s estate from taxation until the surviving spouse dies.

7. Filing can take less time and expense

This one is simple: If the spouses have to file just one tax return, there’s a good chance that it will take less time to assemble the paperwork—at least for the one not doing the taxes—and cost less to prepare.

Tax downsides to marriage

There are tax benefits to nuptials, but some drawbacks exist as well. They don’t mean you shouldn’t get hitched; just consider them unwelcome gifts, along with that third toaster oven and the cheap fondue set.

  • Once you sign the joint return, you are fully responsible for every number that’s in it. If your spouse fudges a figure, you’re equally liable for the consequences. However, you aren’t responsible for your spouse’s mistakes or deliberate omissions if they happened in the years before you married or if you can prove that you didn’t know about them.
  • It might be harder to reach the higher minimum percentages of income necessary to be able to deduct medical expenses (in 2021, it must be greater than 7.5%), given the combined income, unless one or both of you had significant health care expenses.
  • If there’s a garnishment for an unpaid loan or child support against a spouse, a refund could be delayed or blocked.

Remember, with TurboTax, we’ll ask you simple questions about your life and help you fill out all the right tax forms. With TurboTax you can be confident your taxes are done right, from simple to complex tax returns, no matter what your situation.

All you need to know is yourself

Answer simple questions about your life and TurboTax Free Edition will take care of the rest.

You should tell your employer as early as possible whether you will be returning to work, returning early or not returning from parental leave. You must tell them at least 21 days in advance.

Leave and holidays

  • Alternative holidays
  • Minimum leave and holidays entitlements
  • Public holidays
  • Annual holidays
  • Sick leave
  • Otherwise working day
  • Bereavement leave
  • Parental leave
    • Eligibility
    • Types of leave
    • Taking leave
    • Leave scenarios
    • Employer's response
    • Parental leave payment
    • Returning to work
      • Ending leave scenarios

      Law changes allow some workers on parental leave to temporarily go back to work without losing their entitlements.

      Not going back to work

      If you decide not to go back to work when your parental leave ends, you must tell your employer in writing at least 21 days before the end of your parental leave. If your employment agreement says you have to give more than 21 days’ notice of resignation (eg your notice period is one month), then that resignation notice period becomes the notice period you need to give your employer.

      If you’re on leave and getting parental leave payments and decide not to go back to work, you will still get your parental leave payments.

      If you don’t go back to work at the end of your parental leave, your job ends on the day you started the parental leave, not the day you resign or at the end of any notice period.

      This means that any holiday pay you get in your final pay will be based on your last day of work being the day you started parental leave.

      Notice of return

      If you intend to go back to work after your parental leave, and your job was kept open, you have to write to your employer at least 21 days before your leave ends and advise them that you intend to return to work.

      If your employer was unable to keep your job open while you were on parental leave, you need to tell your employer at least 21 days before the date you’ll be available for work. This date becomes the start of your six month period of preference.

      Protecting your job during pregnancy or parental leave has more information on keeping your job open while you are on parental leave.

      Early return to work

      Usually you can only go back to work early or start your preference period early if your employer agrees. If you’re on primary carer leave in relation to a child you gave birth to, your employer may ask for a medical certificate showing that you are fit to return to work before agreeing to you coming back early.

      You may go back to work early without your employer’s agreement if:

      • you or your spouse or partner are no longer the primary carer of the child, or
      • the child is miscarried, stillborn or dies.

      You need to write to your employer at least 21 days before the date you want to return to work early.

      Keeping in touch days has information on returning to paid work for a limited period of time during your parental leave payment period or preterm baby payment period.

      Parental leave payment period has information on returning to work during your parental leave payment period or preterm baby period.

      Managing an employee’s return to work

      To help make the employee’s parental leave and return to work as easy as possible for both the employee and employer, you might want to consider:

      Employee Employer
      Tell your employer as soon as you can about the upcoming arrival of your child and your leave plans. Get back to the employee as soon as you can with answers to any questions they may have.
      Take time to fully understand your parental leave rights and obligations, talk to your manager, HR person, union, lawyer or advocate or contact us if you need help with this. Help the employee understand their leave rights and obligations under the law and make sure they know about any extra provisions your workplace or the employee’s employment agreements may have.
      Decide what’s right for you in your circumstances and negotiate with your employer, consider the needs of the organisation and what support you can offer them during your absence.
      Maintain contact with your workplace while you’re on leave. Make sure that the employee receives as much or as little communication from you as they want while on leave. If there is a proposal for change that might affect the employee you must consult with them just as you would if they were at work. Don’t forget the employee on parental leave if you are undertaking performance and pay reviews.
      If you want to work from home on your return, make sure that everything is agreed in writing such as who will pay for work-related costs like phone calls. If the employee wants to work from home on their return from parental leave, make sure everything is agreed in writing including how long the arrangement will last and any review timeframes to avoid any misunderstandings.
      Look at possible options for childcare, such as location, providers, hours etc., and book in advance. Make sure availability fits with work requirements. Try to be flexible with the employee as they’re adjusting back to the workplace. Make sure the employee knows any specific workplace policies supporting flexible working and familiarise yourself with the flexible working provisions in the Employment Relations Act 2000.
      Try to get into a routine that will support your return to work.
      Discuss how to continue breastfeeding after your return to work with your employer if relevant. If a returning employee wants to keep breastfeeding (including expressing milk) at work, you have to make sure that (so far as is reasonable and practicable) there are appropriate facilities in the workplace and breaks for her to do this (the breaks don’t need to be paid unless you agree). Make sure the employee knows any specific workplace policies supporting breastfeeding.
      Plan for contingencies such as who will look after a sick child: you, your partner or someone else. Make sure the employee understands their domestic sick leave entitlements and sick leave balance, and knows any relevant workplace policies or employment agreement provisions.
      Try to be flexible Try to be flexible

      An employee’s time on parental leave is included as continuous service and taking parental leave does not affect entitlement to annual holidays. But be aware of the impact of parental leave on payment for annual holidays.

      Annual holidays has more information about the impact of parental leave on annual leave.