What are boomerang employees?

A boomerang employee is someone who leaves a company - often to explore another role, industry, or location - and later returns to work for the same organisation.

The “boomerang” name comes from the idea of leaving and then coming back, just like the traditional throwing tool.

Boomerang employees might return after:

• Working for a competitor or in a different sector

• Taking time out for travel, study, or family

• Relocating and then moving back to the area

• Trying self-employment or contracting before wanting a permanent role again

Why are boomerang employees becoming more common in the UK?

The UK workforce has changed dramatically in the past few years, with flexible working, hybrid roles, and changing economic conditions all influencing career moves. According to CIPD research, almost a third of employees would consider returning to a former employer if the conditions were right.

Key drivers for the rise in boomerang employees include:

• Post-pandemic reflection: Many people left jobs for lifestyle reasons and are now re-entering the market.

• Skills shortages: Sectors like healthcare, social care, and tech are facing talent gaps, making rehires more attractive.

• Improved employer brand: Organisations that invest in culture and employee experience make it easier for past staff to say “yes” to coming back.

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The benefits of hiring boomerang employees

For UK employers, the advantages of re-hiring former staff can be significant:

1. Faster onboarding
   Boomerang employees already understand your systems, culture, and processes — meaning they can hit the ground running in days rather than weeks.

2. Lower recruitment costs
   Reducing agency fees and advertising spend makes a big difference, especially in high-turnover industries like care and hospitality.

3. Stronger cultural fit
   You already know their work ethic, and they know your expectations — fewer surprises for both sides.

4. Valuable external experience
   They bring new skills, ideas, and best practices learned elsewhere.

Potential risks to watch out for

It’s not all smooth sailing. Before re-hiring a former employee, consider:

• Why they left — If the original issues remain, the same problems might resurface.

• Team dynamics — Some colleagues may feel uneasy about someone returning.

• Salary expectations — A returning employee might expect a higher salary than their peers.

How to build a boomerang employee strategy

Creating a structured approach to boomerang hiring can give your organisation a competitive edge. Here’s how to do it:

1. Maintain positive relationships with leavers

Conduct exit interviews that leave the door open. Thank them for their contributions, and let them know they’re welcome back.

2. Create an alumni network

Use LinkedIn groups or a dedicated careers page to stay connected with former employees. Share company news, job openings, and success stories.

3. Make the rehire process smooth

Have a fast-track recruitment process for past employees — including streamlined compliance checks for regulated sectors like healthcare.

4. Use an ATS to track alumni talent

Applicant tracking systems like Jobtrain allow you to flag past employees in your talent pool so you can reach out directly when relevant roles arise.

UK-specific considerations for boomerang hiring

Because this trend is growing across the UK, there are some geographical and sector-specific points to keep in mind:

• Care and NHS organisations: With high demand for nurses, carers, and support staff, re-engaging trained employees can be quicker than recruiting from scratch.

• Local councils: Boomerang hires can bring valuable private sector skills back into public service roles.

• Regional challenges: In areas like Manchester, Glasgow, and rural counties, where talent pools are smaller, keeping in touch with former employees can dramatically cut hiring timelines.

FAQs: Boomerang employees

Q: How long does someone have to be away to be considered a boomerang employee?
A: There’s no set rule — some return within months, others after years. The key factor is that they’ve left and later rejoined.

Q: Should you pay a returning employee more?
A: It depends on market rates, their new skills, and internal pay equity.

Q: How do you find former employees?
A: Through professional networks, alumni programmes, and your ATS database.