The Boomerang Effect: Why Top Talent is Returning to UK Employers
More UK professionals are returning to their old employers — a phenomenon known as the boomerang effect. For businesses, it means proven talent with fresh skills and less hiring risk. But is it a smart career move or a step back?
Our customers have been hired by: *Foot Note
The boomerang effect
Not long ago, returning to a former employer was seen as a step backwards. Today, it’s increasingly viewed as a strategic career move for many UK professionals.
The “boomerang employee” is no longer an outlier. It’s becoming a growing trend that’s reshaping the UK labour market. This isn’t just a short-term post-pandemic ripple; it signals a deeper shift in what employees value and how loyalty is defined in the modern workplace. It’s a growing pattern that reflects changing values around work and career growth.
To understand the rise of the boomerang employee, it’s important to look at who these returnees are, how common this trend is becoming, and why more people are choosing to go back to their former workplaces.
Who counts as a boomerang?
A boomerang employee is someone who voluntarily leaves a company, works somewhere else, and is then rehired by their original employer. This separates them from seasonal workers or those returning from long-term leave.
The post-pandemic surge
After the pandemic, millions of workers left their jobs in what became known as the “Great Resignation.” Many were searching for better pay, flexibility, or a fresh start. But for many, the reality of their new roles didn’t match expectations. This led to a wave of “Great Regret,” creating the perfect conditions for the boomerang trend to take off.
The boomerang effect: A look at the numbers
- UK growth: Data shows a clear rise in UK workers returning to a former employer, increasing from 1.9% of all job movers in 2019 to 2.23% in 2022.
- The untapped talent pool: The most significant statistic comes from a 2024 Right Management survey, which found that 56% of UK employees would be willing to return to their most recent employer. Other studies support this, with a YouGov poll finding 47% of people would consider returning to a past role.
- The opportunity gap: There’s a huge gap between the 56% of UK workers willing to return and the 2.23% who actually do.
This gap isn’t a shortcoming; it’s a missed opportunity hiding in plain sight. If companies can convert even a small share of the 56% willing to return into actual rehires, they could unlock a significant competitive edge by reducing hiring costs, shortening onboarding time, and bringing back talent that already fits their culture.
Why employees come back
Behind every boomerang story is a mix of push and pull. Some employees leave with high hopes but end up disappointed by the reality of their new role. Others realise, after stepping away, that their previous employer offered more than they thought.
Whether it’s regret over the move or renewed appreciation for what they left behind, the decision to return often follows a familiar pattern. Here’s what the research shows:
1. The “grass isn’t greener” effect
The most significant driver for boomeranging is new-hire regret. 72% of people who recently changed jobs felt “surprise or regret” because the new role was “quite different” from what they were sold during the interview process.
This occurs when a company breaches its “psychological contract,” the unwritten expectations regarding culture, career growth, and the job itself. When a new job fails to live up to the hype, employees start looking back more fondly at their old employer.
This creates a predictable cycle: an employee is lured away by big promises, gets disillusioned, and becomes a prime candidate to boomerang back to a company that now seems more honest and stable.
2. The pull of the old employer
It’s not just about escaping a bad new job. Strong “pull factors” draw employees back:
- Familiarity and stability: A known culture and existing relationships with colleagues offer a sense of security in an uncertain economy.
- A better company: An old employer becomes more attractive if it has genuinely improved, perhaps by offering better flexibility, a more positive culture, or new remote work options.
- New opportunities: A former employee might be drawn back by a promotion or a new, interesting role that didn’t exist when they left.
- Missing the culture: Often, people simply miss their former colleagues and the overall sense of community within the company.
3. A significant bump in salary
For many employees, the decision to return is not just about culture or stability. A significant salary bump is often the biggest incentive. On average, returning employees receive a 25% to 28% pay rise compared to their previous salaries.This stands in sharp contrast to the typical 4% increase given to employees who remain loyal to one company.
4. A chance to reset the relationship
Rehiring gives both the employee and the employer a unique opportunity to start fresh. Unlike someone who never left, a returning employee comes back with clearer expectations and a stronger understanding of the company’s strengths and weaknesses. This perspective makes it easier to talk openly about what did not work before and to set out new terms around role, pay, and career path that better suit both sides.
This reset often gives boomerangs an advantage. Research shows that employees who return report higher satisfaction and stronger commitment than colleagues who never left. While long-serving “stayers” may carry unresolved frustrations, returnees have the benefit of renegotiating their deal with a clean slate.
The same research also found that boomerangs often put extra energy into projects beyond their job description as a way of “paying back” the organisation for a second chance.
5. Reconnecting with a valued identity
People often derive part of their identity from their workplace. Even after leaving, an ex-employee might still feel a strong connection to a former company, especially if it was a positive or prestigious place to work. Returning allows them to reactivate this valued part of their identity, which can boost both commitment and engagement.
Who is the typical boomerang
Boomerang employees are often high-value talent. They bring a combination of experience, familiarity with their old workplace environment, and fresh perspective that makes their return especially valuable.
- Older and more experienced: Boomerangs tend to be slightly older and come back with stronger skill sets than when they left.
- Stepping up in seniority: Many return at a more senior level, taking on roles with greater responsibility and influence.
- Quick returners: Most decide to come back relatively soon, typically within 13 months of leaving.
- Financially motivated: A return usually comes with a significant pay increase, making it a compelling career move and a strategic business hire.
In short, the typical boomerang is not someone who struggled to find a footing elsewhere. They are skilled professionals who leave to grow, quickly realise where the best fit lies, and return stronger.
Where boomerang employees are most common
The boomerang effect is not evenly spread across the UK workforce. Certain sectors are far more likely to see employees return, often due to the nature of the work, the skills required, and the strength of professional networks.
- Retail and manufacturing: These sectors see some of the highest rates of boomerang employment, with returning staff making up 33% of new hires in retail and 25% in manufacturing. High turnover and the value of knowing operational systems and supply chains make rehiring familiar talent especially attractive.
- Professional services: Firms in this sector actively cultivate returnees. For example, EY reports that around 15% of its external hires come from its alumni community. Structured alumni networks and a culture of mobility make boomerang hiring a formal part of the talent strategy.
- Financial services: With the third-highest level of boomerang employees in the UK, this sector thrives on client trust and long-term relationships. Returning staff already understand compliance requirements, systems, and networks, which makes them particularly valuable.
Boomerang hiring – benefits and risks for employers
Is rehiring former employees a smart strategy or a potential risk? For many organisations, the answer lies somewhere in between. Boomerang hires can bring clear advantages, but they also carry challenges that employers need to manage carefully.
The strategic upside
The benefits of a boomerang hiring strategy are clear:
- Faster, cheaper, better: Rehiring alumni dramatically cuts recruitment costs and time. Returnees already know the culture and systems, which means they get up to speed faster and deliver value sooner.
- A known quantity: Boomerangs are a lower-risk hire. Their track record is already proven, reducing the chance of a costly mis-hire. Their return can also lift morale among current staff who welcome back a respected colleague.
- New skills and intel: Time spent elsewhere often means boomerangs bring back fresh skills, new perspectives, and even insights about competitors that can spark innovation.
- A powerful endorsement: Choosing to return is a strong statement about the company as a place to work. It enhances the employer brand and reassures current employees that they are in the right place.
The risks of re-hiring a former employee
Despite the advantages, rehiring also carries potential downsides:
- The “stayer’s dilemma”: Loyal employees who never left may feel undervalued if returnees come back with better roles or higher pay. This can breed resentment and send the message that leaving is the fastest route to advancement.
- The risk of repeat exits: If the issues that prompted the original departure — such as poor management or burnout — haven’t been addressed, there’s a chance the employee will leave again.
- Resistance to change: Some boomerangs may struggle to adapt to new systems, strategies, or cultural shifts that occurred during their absence, creating friction.
- Manager hesitation: Not every manager is comfortable with rehiring. One survey found that 44% were hesitant, often due to concerns about the employee’s original reasons for leaving.
A successful boomerang hire can be a recruitment win, but it may also highlight deeper issues within an organisation. Employers should view boomerang hiring not just as a tactic to fill roles quickly, but also as a diagnostic tool to understand whether they are doing enough to retain and reward loyal talent.
This creates an interesting paradox. On one hand, a boomerang hire looks like a success story: someone valued their old workplace enough to return. On the other hand, it can also reveal deeper problems. If many people feel they need to leave to get better pay or a promotion, it suggests that staying loyal may not be rewarded in the same way. High numbers of returnees can be a sign that something inside the company needs to change.
Harnessing the boomerang effect: building a strategy for the future
Understanding the benefits and risks of rehiring is only the first step. To truly make the most of the boomerang effect, UK businesses need more than case-by-case decisions about whether or not to welcome someone back. They need a formal strategy that treats the employee journey as a continuous cycle rather than a straight line.
By planning for departures as carefully as arrivals, and by maintaining connections with alumni, companies can turn boomerang hires into a reliable source of talent and long-term strength.
1. Positive offboarding
A boomerang strategy begins the moment an employee resigns. The exit should be a respectful transition into an alumni relationship rather than a permanent break. With more than half of UK employees open to returning, the exit interview is a valuable chance to understand why they are leaving and to signal that the door will remain open.
2. Building an alumni network
Staying connected with former employees is the foundation of a sustainable boomerang pipeline. Formal alumni programmes, such as online portals, LinkedIn groups, or dedicated platforms, allow companies to share updates and targeted opportunities. Leading firms like EY show how effective this can be, with alumni making up around 15% of external hires.
3. The re-recruitment conversation
Rehiring is not the same as hiring. When a former employee applies to return, the conversation should focus on why they left, why they want to come back, and what has changed for both them and the company. This ensures expectations are aligned and helps prevent history from repeating itself.
4. Re-onboarding for a fresh start
A returning employee may know the basics, but they still need a structured re-onboarding process. This should cover any new policies, systems, or strategic shifts and set clear performance goals. Treating the return as a fresh start helps the employee feel supported and positions them to succeed.
What the boomerang effect means going forward
The boomerang effect is more than a passing trend. It reflects a shift in how careers unfold and how loyalty is defined in today’s workplace.
For employees, returning can mean better pay, new opportunities, and a chance to reset a relationship on stronger terms. For employers, it offers proven talent, quicker integration, and valuable fresh perspectives; however, it also raises challenging questions about how well companies are rewarding those who stay.
The old model of talent management, which focused only on preventing employee turnover, is no longer enough. It must be replaced with a “talent ecosystem” approach that views people as a fluid resource moving in and out of the organisation over time. The goal is not just to be a great place to work, but a great place to have worked for. An organisation that employees are proud to return to.
Key Takeaways
- The share of UK workers returning to a former employer has grown from 1.9% in 2019 to 2.23% in 2022, with 56% of former employees saying they would consider going back.
- Typical returnees come back within 13 months, often with a 25–28% pay rise, compared to just 4% for those who stay.
- Boomerang hires bring speed, cultural fit, and fresh skills, but they also expose weaknesses in retention and pay practices.
- The employee journey should be treated as a cycle, with thoughtful exits, alumni networks, and structured re-onboarding.
Methodology
The findings in this article on the “boomerang effect” draw on a multi-source review of recent labour market reports, employer surveys, and academic research. Our approach included:
- Workplace trend analysis: We reviewed industry insights from Vantage Circle, HRD Connect, and The Access Group, which all highlight the rising number of professionals returning to their previous employers.
- Business and employer perspectives: Sources such as ICAEW, ScottishPower, and Aluminati provided evidence on how organisations are approaching boomerang hires, including the financial, cultural, and retention implications.
- Academic and thought leadership: Research from Harvard Business Review and studies published on ResearchGate were used to understand both the risks and the long-term talent management opportunities associated with rehiring former employees.
- Editorial validation: The myPerfectCV editorial team reviewed all data and commentary to ensure consistency with our career guidance and alignment with the realities of today’s UK labour market.
This methodology ensures that the conclusions presented reflect both current workforce trends and the practical realities faced by UK employers and professionals considering a return to a former workplace.
Sources
- https://www.vantagecircle.com/en/blog/boomerang-employees/
- https://www.icaew.com/insights/viewpoints-on-the-news/2023/may-2023/boomerang-employees-potential-risks-and-rewards-for-firms
- https://www.hrdconnect.com/2024/02/13/boomerang-employees-are-growing-in-numbers-hr-teams-should-pay-attention/
- https://www.scottishpower.com/news/pages/scottishpower_reveals_new_boomerang_employment_trend_with_former_employees_enticed_by_green_jobs.aspx
- https://www.theaccessgroup.com/en-gb/blog/hcm-what-are-boomerang-employees/
- https://www.researchgate.net/publication/347303494_Hello_again_Managing_talent_with_boomerang_employees
- https://hbr.org/2023/03/the-promise-and-risk-of-boomerang-employees
- https://www.aluminati.net/financial-benefits-of-rehiring-alumni/
Andrew Smith
Senior Content Writer
Meet Andrew Smith – an accomplished English copywriter with a strong background in SEO optimisation. Passionate about producing engaging content, Andrew has written across various fields, including health and fitness, security, travel, and tourism.
*The names and logos of the companies referred to above are all trademarks of their respective holders. Unless specifically stated otherwise, such references are not intended to imply any affiliation or association with myperfectCV.