An employee quits but now wants to come back: Should we rehire him?

Updated 8/23/24

He cleaned out his cubicle, everyone wished him well, and you turned your attention to filling the gap his departure created at the company. Little did you expect that this employee who quit last week (or two weeks ago or the previous month . . .) would soon be back at your office asking for his old job.

After this unexpected turn of events, employers face a dilemma: Should they rehire or not? Before making a decision, managers must consider what’s best for the organization.

Here is a look at things to consider before rehiring a former employee and what a rehire policy after an employee leaves a company needs to cover:

Past performance

The first—and perhaps most important—question to ask is whether the employee is worth hiring back. If the person was not mainly an asset to the company, the answer is simple: Don’t rehire.

However, if you’re dealing with a stellar performer who the organization was sorry to see go, bringing her aboard again could be a smart move.

When considering the employee’s past, also think about how this person affected others on staff. If the atmosphere at the workplace noticeably improved since her departure, reinstating could damage the budding boost in morale.

The position

Discussing the issue of a former employee returning is a moot point if the vacancy has already been filled and no other suitable position exists.

If the role is still open, rehiring might be the best option. This saves recruiting costs and time restores productivity, and fills the void with someone who already knows the organization and its culture.

When available talent is limited due to geography, the job market, or the need for specialized skills, rehiring may make sense.

If the organization is in the process of examining candidates, the ex-employee need not immediately jump to the top of the list.

Someone from an exciting pool of applicants who could add new energy and skills to your business might be a better choice. Likewise, grooming someone already on staff to take over the role might remain the most attractive option.

Reason for departure

Someone quit to move in with his fiancée who lives 200 miles away. Now, he’s back because she left him at the altar. This is very different from someone who realized after a month that working for your competitor down the street isn’t for him.

The reasons behind the person’s departure and desire to return are essential in deciding whether to rehire them.

Many managers worry returning employees might be biding their time until a better opportunity arises. Even after rehiring, the person who claims they made a mistake by leaving might still be actively job hunting.

The reason he looked for another job likely still exists. As Jo, a marketing manager from Chicago, says, “If they’ve gone to the trouble to look elsewhere, sent their resumes out, and interviewed, they’re probably not happy with the work, the pay, the benefits, or the people they work with.”

In some cases, knowing why the person left or why he wants to return is not clear. Information from the exit interview may provide clues and be a starting point for the rehiring discussion.

Be leery when an ex-employee comes crawling back quickly with claims that the other job “fell through” before starting.

This situation might have legitimate reasons unrelated to the worker. However, it’s also possible they failed a drug test or had something concerning come up in a background check.

Level of professionalism

Common courtesy dictates that someone leaving an organization provide an employer two weeks of notice before departure. This period allows time for redistributing workloads, tying up loose ends, and getting a head start on finding a replacement. You can also perform other actions vital to maintaining productivity after the employee leaves.

People who quit without following this protocol risk burning bridges – including jeopardizing their chances of returning at a future time.

Likewise problematic are employees who “go out with a bang.” A manager really needs to think hard about the consequences of rehiring someone who made a scene when quitting or decided to give some fellow workers a piece of his mind on the way out the door.

Company policy

Finally, company policy can prohibit a willing manager from hiring someone back. Many employee handbooks state that if you don’t give two weeks’ notice, you can’t ever work for the company again.

Before rehiring, employers must address issues such as seniority, accrued vacation and sick time, and reinstatement of benefits. While organizations often make case-by-case decisions for former employees who left in good standing, others have spelled out guidelines.

This information proves helpful when a manager and the person who wants to return sit down for a discussion. It keeps leaders from being charged either with favoritism or with purposely trying to “get back” at the person who quit.

How each organization approaches the status of these things varies widely. For instance, some allow returning where the person left off, especially if the absence was under a month.

Many treat the returnee as a new hire sent back to square one, regardless of how long or short his departure is. Other places create a written agreement stating the rehire will regain his former status after six months of satisfactory service.

The possibility exists that the former employee may not like the conditions set forth and express discontent. With a written rehire policy, management can point to the document and leave the ball in the individual’s court. If the person chooses to walk again, perhaps parting ways was meant to be.

More Resurces:

How to determine if a past employee is rehireable
Should you rehire a former employee?
9 questions to ask before you rehire an employee