Is a former employee eligible for rehire?

When you’re thinking about hiring former employees, it’s helpful to establish criteria that help the HR team evaluate an individual’s eligibility for rehire. Former employees who left due to layoffs, downsizing, outside job opportunities or personal circumstances may be eligible. People who were terminated for reasons such as low performance or violations of company policy may be ineligible, depending on your company’s policies.

You might also consider factors including:

• Employment records
• Performance reviews
• Behavioral records

Pros and cons of rehiring a former employee

Once you decide a former employee is rehireable, the next step is to weigh the pros and cons.

Benefits of hiring former employees

Benefits of rehiring include:

• Familiarity: Former employees already understand organizational traditions and company culture.
• Rapport: Rehired employees with positive professional relationships may be able to communicate and collaborate effectively from the start.
• Time and cost savings: Rehiring can save time and money on recruiting, interviewing, training and onboarding.
• New perspective: Employees who have worked elsewhere since leaving your company may bring valuable ideas, experiences and viewpoints.

Drawbacks of hiring former employees

Bringing back a former employee also comes with potential drawbacks, including:

• Adjustment period: Rehired employees may need time to adapt to changes in the organization.
• Potential turnover: If an employee returns only when they can’t find another job, they may be likely to leave again if a new opportunity arises.

6 tips for rehiring former employees

Rehiring a former employee can be an efficient solution, but it’s not always the right option. A structured process gives both hiring managers and returning employees time to make a thoughtful decision.

1. Assess current needs

Evaluate what’s changed at your company since the employee left. Understanding your current needs helps you determine if a former employee is a good addition. Consider asking the following questions:

• Is the job description different?
• Have other workers taken on some of the employee’s original duties?
• Has the individual refined their skills since prior employment through certifications, continued education or relevant work experience?
• Would you prefer a candidate who requires less onboarding and training due to urgent staffing needs or budget restrictions?

2. Start with an honest conversation

When you’re confident a former employee will be an asset, it’s time to have an honest conversation. Whether you’re initiating the discussion or responding to the person’s request, cover topics such as:

• Reason for leaving
• Motivation for coming back
• Hesitations on both sides
• The person’s interim experience
• Current job duties and needs

3. Consider your team

Let your team members know a rehire is possible, and talk to them about how the returning employee might impact group dynamics. Ask for their opinions, paying close attention to strong negative or positive reactions. If the majority of the group buys into the decision, it may create a smoother transition.

4. Conduct an interview

Before you extend a job offer, invite the former employee to a job interview. While this session might not be a typical structured interview, it’s a valuable opportunity for both parties to discuss crucial details:

• Job description and how the current role fits into the company
• Changes to the company hierarchy and reporting structure
• Changes to systems, technologies, structures, policies, mission and clients that will affect the employee and their career path
• Employee expectations for the role

The goal of the interview is to give the former employee a realistic idea of the job and the current state of the company.

5. Agree on practicalities

Negotiate a job offer with the former employee. Transparency at this stage can help eliminate surprises in the future.

As you discuss the terms of employment, be clear about the following:

• Salary and benefits
• Promotion schedule and opportunities for advancement, if applicable
• Specific conditions and responsibilities

6. Plan a structured onboarding process

Rehired employees may not need to repeat the full onboarding process. Instead, you can create a streamlined reboarding experience that covers:

• Changes to company policies
• Updates to tax forms and personal information
• Benefits documentation
• New work phone number and email address
• Workspace setup

Depending on how long they’ve been gone, your returning team member may need additional training. Topics might include collaboration tools, procedures, communication workflows, technology and equipment. If the employment gap is small, you can simply assign a supervisor to do a quick refresher. Alternatively, consider putting the employee through standard new-hire training.

The final step in reboarding is integrating the employee into the team. Make introductions, set expectations and explain how the employee fits into current operations. Clear communication can reduce confusion and facilitate a positive transition.

Creating a rehire policy

If your business is open to rehiring, a detailed policy is essential. A clear rehiring policy equips hiring managers with guidelines, potentially saving time and money. Supervisors can share the policy with employees during exit interviews, letting them know that they can come back under certain conditions.

An effective rehire policy should typically answer these questions.

What are the eligibility requirements for rehire?

This section clarifies eligibility for rehire, giving specific criteria for employees who are eligible and ineligible. The policy should also address employees who left during training or a probationary period.

How many times can the employee separate and be rehired?

Consider whether you want to limit the number of times a former employee can apply to work for the company and/or the same position.

Will benefits reset or pick up after rehire?

Explain how employee benefits will work for rehired workers. The process might depend on seniority, years at the company or the duration of separation.

Making an informed rehiring decision

Under the right circumstances, rehiring former employees can benefit your company and your employees. A clear hiring process and a rehire policy can help you make effective personnel decisions.

FAQs about eligibility for rehire and rehiring former employees

How do you contact former employees about a rehire opportunity?

If you’re interested in rehiring a former employee, simply reach out to them by phone or email. Tell them about the open job, and ask if they’d consider a return to the company. Then, encourage them to reach out to you with questions or to schedule a meeting to discuss the possibility.

Should you rehire a terminated employee?

The decision to rehire terminated employees depends on company policy. You may want to review each situation individually and make a decision based on the cause.