Boomerang employees: A guide for HR leaders and talent teams

Boomerang employees — the ones who leave, only to return later — are becoming a regular part of the modern workforce. And no, it’s not just nostalgia talking. According to ADP payroll data, boomerang hires made up 35% of new recruits in March, up from 31% the year before. That’s a sizable chunk of your “new” talent who’ve already been here before.

In an era of career exploration, culture checks, and values-based decisions, coming back isn’t a step back — it’s a strategic move. These returning employees bring insider knowledge, fresh skills, and a renewed sense of purpose. For companies, it’s a second chance to get engagement right and loyalty to stick.

But here’s the catch: welcoming them back takes more than a badge reprint. It takes a culture that recognizes effort, values growth, and makes people feel like they never should’ve left in the first place.

Why boomerang employees are back on the radar

Rehiring former employees used to raise eyebrows. Now, it raises retention rates.

Boomerang employees are quickly becoming a go-to strategy for talent teams — and it’s not just a North American trend. In the UK, 56% of employees say they’d consider returning to a former employer, according to new research from Right Management. That’s more than half the workforce leaving the door open to a return.

Companies are paying attention. When done right, bringing back former employees means less ramp-up time, fewer cultural misfires, and more impact from day one. Boomerangs know the systems, understand the culture, and often return with new skills and sharper perspective — making them uniquely equipped to re-engage and contribute faster.

In a talent market that prizes both speed and fit, rehiring the right people might be one of the smartest moves a business can make.

Boomerang employee behavior: What’s driving the trend?

Leaving a job doesn’t always mean they’ve left for good. When employees return, it’s rarely just about better pay or perks — it’s about meaning, belonging, and the sense that they mattered.

In fact, according to Achievers’ Engagement and Retention Report, three-quarters of employees say they’d stay longer at a job where they feel valued and supported — even over one that paid 30% more. That emotional connection doesn’t just fuel retention. It leaves the door open for returns.

Here’s what draws boomerangs back:

• Seeking purpose and belonging: Boomerang employees often return to organizations where they felt connected to the mission and company culture — places that made their work feel meaningful.
• Looking for a better fit: After trying something new, former employees may realize their new role doesn’t align with their values or strengths — prompting a return to a company that did.
• Wanting to apply new skills in a familiar environment: Time away often comes with growth. Many returning employees want to bring those fresh skills back to a team and culture they already understand.
• Searching for workplace stability: In a volatile market, returning to a previous employer offers a level of certainty, especially when the culture is strong and the support is real.
• Longing to feel valued again: Companies that recognize and reward employees consistently leave a lasting impression. That feeling of being seen? It’s a powerful reason to come back.

The business case for boomerang employees

Let’s be honest: hiring is expensive. Training takes time. And culture fit? You usually have to roll the dice. That’s why boomerang employees are such a smart play. They already get your company — and now they’re bringing even more to the table.

Here’s why bringing back former employees makes business sense:

• They ramp up fast: Boomerang hires already know the ropes — your tools, your processes, your unspoken Slack etiquette. That means less time onboarding and more time making an impact.
• They already fit the culture: If they left on good terms and want back in, that says a lot. These are people who’ve seen other workplaces and still choose yours. That’s a win.
• They bring fresh perspective: Time away often comes with new skills and sharper thinking. When they return, boomerang employees offer outside insights with insider efficiency.
• They reinforce internal mobility: Welcoming back a former employee sends a clear signal: growth doesn’t have to mean goodbye. And that matters — employees who say their company has an excellent internal mobility program are 26% more likely to say they wouldn’t consider changing jobs in the next year, according to Achievers’ New Skills Gap Report.
• They’re less risky, more sticky: Boomerangs are known quantities. They’ve seen what’s out there, and they came back. That kind of loyalty? It’s hard to hire for — and even harder to replace.

How recognition makes boomerang employees stick

Rehiring a former employee is one thing. Re-engaging them? That’s where most companies fall short.

To make a boomerang hire count, you need more than a warm welcome — you need a culture that recognizes growth, celebrates progress, and keeps that momentum going. Otherwise, they’ll be updating their LinkedIn again before the month’s out.

That’s where recognition comes in. Here’s how:

Recognition reinforces the decision to return

Returning employees are watching closely: Has anything changed? Is this still the right place for me? Frequent, meaningful recognition answers that with a clear “yes.”

It turns new skills into new behaviors

Boomerang employees often come back with upgraded capabilities. A recognition platform like Achievers makes it easy to spotlight those behaviors — turning growth into something visible, appreciated, and repeatable.

It supports internal mobility from day one

Want to show returning employees they can go further this time? Use recognition to highlight their impact early and often. With Achievers, you can personalize rewards, reinforce company values, and nudge employee development in real time.

It meets them where they work

Recognition has to feel natural. Achievers integrates right into the flow of work — whether that’s in Teams, Slack, Workday, or wherever your people spend their time. So recognition doesn’t feel like an extra step. It just happens.

It creates a culture people come back to — and stay for

Recognition isn’t just about feeling good. It’s how companies shape behavior, drive retention, and build the kind of culture that turns boomerangs into believers. And with 2x the frequency of any other platform, Achievers helps you do it consistently — not just on day one, but every day after.

Don’t just welcome employees back — give them a reason to stay

Boomerang employees are proof that when people feel connected to their work, their team, and their purpose, they’re willing to come back for more. But that return only turns into real impact when it’s backed by a culture that sees them — and shows it.

Recognition is what transforms a rehire into a recommitment. It reinforces that they made the right choice by coming back. It celebrates the skills they’ve gained and the growth still ahead. And it helps build the kind of workplace people don’t just return to — they stay for.

Because great employees don’t come around by accident. But with the right tools, they can come back — and come back stronger.

Learn what makes boomerang employees stay and what’s driving engagement across workforces

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Achievers Recognize™ gives boomerang employees a reason to stay.

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