Why Are UK Professionals Returning To Their Old Employers?

Recent data from MyPerfectCV indicates a significant increase in individuals considering returning to previous employers. According to the Boomerang Effect 2025 Report, 56% of UK workers are open to the idea of returning to a former employer. A YouGov poll within the report reveals that 47% would consider revisiting an earlier role.

MyPerfectCV highlights that the actual number of returns remains low, with only 2.23% of individuals who changed jobs in 2022 going back to a previous employer. This suggests a potential resource of skilled individuals who are familiar with the workplace and could reintegrate more swiftly than new hires.

Many professionals who transitioned during the Great Resignation anticipated improved compensation or a new career direction. However, MyPerfectCV reports that 72% experienced regret as the new roles did not meet expectations, prompting reconsideration of former employers.

Common reasons for returning include familiarity with existing systems, colleagues, and a sense of community. Additionally, factors such as flexible working hours, improved policies, or new roles contribute to this trend. Returning employees often receive a 25% to 28% salary increase, compared to the typical 4% for those who remain, presenting a financial incentive.

Data shows that returning employees are often older and possess enhanced skills, frequently returning at a higher level. Decisions to return are generally made within 13 months, reflecting disappointment with new positions. Returnees typically have clearer expectations, aiding in setting realistic goals with management. Their return often brings renewed motivation, positively impacting team dynamics.

The retail sector is a prominent example, with 33% of new hires being returnees. Manufacturing follows at 25%, with both sectors valuing the quick reintegration of experienced staff. In professional services, approximately 15% of external hires at EY are former employees, facilitated by maintained networks. Financial services also exhibit high return rates due to the complexity of client relationships and processes.

Employers benefit from reduced training times and lower hiring risks when rehiring former employees. However, challenges include potential dissatisfaction among existing staff if returnees receive higher compensation or better roles. Despite these challenges, maintaining connections with former employees can create a robust pipeline of experienced talent.

Based on reporting by techround.co.uk.