Get your free template

To be considered for rehire, former employees should have left the company for one of the following reasons:

• Voluntary resignation
• Company Lay-offs
• Expired contract
• Termination for reasons other than illegal or unethical behavior

These employees can apply to a position with the company after a minimum period of [4] months. This excludes employees whose contracts have expired. These can ask for a contract renewal immediately and we may consider them.

Ineligibility for Rehire

Employees who were terminated for cause or abandoned their job aren’t eligible for rehiring. If there are good reasons why such an employee should be rehired, senior management should first approve of the decision.

‘Good’ reasons include but are not limited to:

• Court decisions that oblige our company to rehire an employee
• Reliable proof that the employee's prior conduct will no longer be problematic. In this case, our company doesn’t guarantee to rehire but may consider it

There are two extra eligibility criteria for rehire. Former employees should have:

• Completed their probationary period when hired
• Performed adequately while employed by our company

Employees who accepted a job offer but didn’t show up on their first day won’t be considered for rehiring for a period of [6] months. This doesn’t apply if they had serious reasons for not showing up (e.g. medical emergencies).

If our company decides to consider retired employees for rehire, we will check and comply with relevant legal regulations.

Rehiring Procedure

When an employee applies for a position or contacts our company about rehiring, the following procedure should be followed:

1. HR department reviews personnel records to decide whether the employee is eligible for rehire.
2. If they are eligible, hiring managers decide whether the employee is qualified for a particular position. If they aren’t eligible, the HR department will inform them.
3. If they’re qualified, hiring managers will contact the former employee and make necessary arrangements. These arrangements include (but are not limited to) an interview, a pre-screening test, or a direct job offer. If they aren’t qualified, hiring managers will inform them. Eligible former employees may still apply for a different position.

At any moment, our company may choose to contact former employees proactively. Eligibility should be established beforehand.

‍

‍Audience

This policy applies to former employees who left our company on a permanent basis.

‍