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Susan M. Heathfield

Would You Rehire a Fired Employee?

By December 3, 2013

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A reader asks an interesting question and many readers responded. Is it wise to rehire a fired employee? Do any of you have a different point of view, knowledge of trends, or the experience of rehiring an employee you fired?


"I am looking for your point of view on trends from the employers' perspective to rehire someone whom they fired. Do you have any posts or details on this subject?

"Specifically, are employers concerned that there would be resentment on the employees' part, the psychological aspect of it? The internal politics with employees and how the employer would be 'viewed' rehiring a fired employee? Is this a problem? I am based in Shanghai, China and finding HR experts is tough."

My Response:

I would not rehire someone I have fired. This is because I follow all of my recommended steps before I would fire someone. That means that the former employee had every chance to improve. They did not and they are not suitable for my organization, for whatever reason.

People don't change that much. If you are prepared to overlook the reasons you fired the individual in the first place, the same reasons won't go away but, possibly, the firing was not totally justified.

I'd rather train and mentor someone new. And, yes, there will be anger and resentment and the other employees will question management's judgment if you rehire someone you fired. But, mostly, the reasons for which you fired the person have usually not gone away. I recognize that laws and other considerations in your region may be different.

This is what I believe. I am not aware of trends or research. I have not written on this topic as I don't believe it should happen, except under a rare circumstance. I can't really think of any that would qualify. Let's give other readers the opportunity to chime in.

I'm curious about what other readers think? Many of you have taken the time to share your thoughts.

Image Copyright Diego Cervo

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October 2, 2008 at 6:16 pm
(1) reserve says:

If the organization is large, you may find someone who hires a person who has been fired at another worksite. Our experience is … they still have difficulties in the 2nd workplace. There were reasons why they weren’t kept on at the 1st place. Sometimes there may be personal issues, but after checking out the basis, you may find that the employee’s work habits are still the same. We did re-hire back two people – one in the same type of position. They no longer have the opportunity to have the same situation because they can’t take vehicles home. The 2nd issue has to do with a worker who applied for a position in a different department. Due to possible release issues, we took them back in a different capacity. Not the best worker, but better than before.
Documentation is always key, and if you don’t have too many options, you will have to live with the fact that their position may not be filled right away. If you can get by, then go for it. If you will have real problems with replacement, follow the procedures for documentation, and see if they decide they would rather work elsewhere. That makes it a lot easier.
Government jobs are the hardest for getting rid of poor-performing people and the easiest for finding replacements in some areas.

October 2, 2008 at 7:10 pm
(2) Bernice says:

I have been in HR for nearly 15 years. The last 2 years in an executive position. I remember one particular situation I had to let an employee go. She had an extremely complicated pregnancy and although I went beyond FMLA and company leave I was sadly left with no alternative. She was a wonderful employee and did return a little more than a year later seeking re-employment. She was rehired immediately. Evidently I too went above and beyond what was required and left with no alternative but to terminate this particular employee, but the circumstances were beyond her control. All employees will have personal problems at any given time in their life and unfortunately we are left with no alternative but to terminate employment, but if the employee worked very well with your staff and took direction from management without ever a oomplaint I see no reason why they should not be rehired if the circumstances were beyond there control. Over the course of my career I have rehired about 4 employees with no regrets. Again, the circumstances for these employees were beyond their control. It had nothing to do with job performance. In that particular case I would NEVER rehire.

October 2, 2008 at 7:10 pm
(3) Sable says:

As a small business owner, firing someone is always difficult since we have become to know each other fairly well. When I fire it is never done based on sound relationship we as built as collegaues but on work performance. There are times I have terminated an employee and when the next employee arrives ” I think boy, I miss so and so” for they had some great qualites. But, I always remember there was some real performance issues which triggered the termination therefore it was a good termination.

There may be some rare instances where there is a misfit for the job. However, I believe this should have been reviewed prior to the termination and possible transfer/reassignment at that time.

There only reason I could think of for rehiring of a fired employee if it due to redunancy, layoffs and there were the least senior and this was part of the separation package.

October 2, 2008 at 8:31 pm
(4) Virginia says:

Bad mistake to rehire.

October 3, 2008 at 1:20 am
(5) Jaxkiw says:

A few years ago, my company downsized and I was one of the last ones to be “terminated”. My boss told me he could no longer “afford” me. A few months later I received a phone call inquiring as to whether or not I was interested in coming back to the “team” because business declined sharply when
I left. With no hesitation,I declined the offer and stayed at my much lower paying job because I loved it and was finally growing. One of my friends went back after termination and is still miserable. Its a risk to rehire some individuals. But on the other hand favortism does run rampant in many organizations and so many wonderful individuals are fired because of immature or micro managing managers who just don’t get it. Depending upon circumstance and need I probably would risk re-hiring some individuals. No doubts about it.

October 3, 2008 at 2:25 am
(6) Ian W says:

I agree with the general sentiments in the Comments. If you have fired someone for operational reasons you may well take them back, and the ILO protocols require one to look at such ex-employees when re-hiring. Even “incompetence”. If the job changed and the person was not able to cope with new technology you may have “let them go” (nice Euphemism–sounds like we’re doing them a favour). You would have looked for an alternative position which may not have been available, now one arises and there is no reason not to welcome the person back. But Induction is important. If time has passed, make sure they understand the Organisation has changed; there may be new rules and policies since they left.
But misconduct, gross negligence, never….

October 3, 2008 at 2:44 am
(7) suresh kamesh says:

I have been in different organizations observing these trends of firing and hiring .my personel feel is that manier times we fire an employee who is efficiant ,reasons many ..internal politics is one of the strongest resons and ..being unreasonable boss .What i would consider while rehiring an employee is how he has been presenting himself in the organization and is his services been best.We can train a new employee definitly but will you be able to get those best practicies which the fired employee had??and today time is limited and resorces are also limited and talent hunt is time process .i would recomend to ensure that we chec for the credibility of the employee who is fired and then consider to rehire or not.

October 3, 2008 at 3:00 am
(8) Abhilasha says:

Where rehiring a resource who has been earlier fired for maybe incompetency is concerned, i would definitely not want to rehire.

In my experience of 2 years as an HR Exe., i have had to terminate a few resources as they were not competent and there was no scope for improvement then there were resources who left the organisation just for a better compensation package but not for a better job profile and the third types were those who left for a better job profile, a better brand and career growth but were unprofessional, not to complete there notice period and exit formalities. These are the 3 kind of resources, i will never consider for rehire.

Yes, i have rehired a resource who is very talented but had left us for better growth and with a proper exit and when we had a requirement that matched his profile and had a scalable career map, we rehired this resource.

October 3, 2008 at 8:53 am
(9) Carol Simpson says:

My concern would be that if you rehire someone you fired, you leave yourself open to a wrongful termination suit for the firing. It would be an admission of an error in the firing process.

May 11, 2011 at 12:57 pm
(10) wrabit says:

well it’s the same on management…when you fire someone you should really know why you want him,her back if the firing was reasonable with out retalatory reasons..then the manager doing the higring should explain the employee of the chance he’s given them..and hope he’ll learn from it….this reason is enuff….wheter an ex-employee was going to do something legal he,she would have done it when he was fired the first time

October 3, 2008 at 11:35 am
(11) Sherona says:

My first observation of the various responses to the question is that there are various interpretations of the term “fire”. Let’s get it straight here. My opinion of an employee being fired is that the employer terminates the employee’s service due to continuous poor performance or breach of company policies. An employee who voluntarily resigns for whatever reason, or whose service is terminated due to redundancy or other operational reasons is not, in my opinion, fired.

Now, as to whether I would re-hire an employee who was fired, I definitely would not. My decision to fire an employee would be based purely on his issues contrary to the company’s policies and practices. That ultimate decision would have been made after careful evaluation of the circumstances, and the grievance procedure would have been followed. I consider it counter-productive to re-hire such an employee for various reasons. It would be sending the wrong signal to current and prospective employees. Such an employee could return with a vengeance and could prove detrimental to the company. Staff morale could also be affected by such action. To avoid any such complications and to preserve the integrity of the company’s policies, it is best not to re-hire an employee who was fired.

The decision to re-hire persons who have left the company for other reasons would be based on the merit of each individual and the company’s needs.

October 7, 2008 at 11:03 am
(12) TONY says:

Rehire? I’ve seen some situations where the company did not follow all the proper steps that you mentioned in termination. So, to back step, and prevent a wrongful termination, they rightfully rehired the person. While many of the Fortune 1000 companies have policies in place there are many that don’t or don’t follow what policies they do have.

October 18, 2008 at 12:04 am
(13) Jim says:

I was a supervisor on a rig. I was accused of being a whistleblower over workers doing illegal activies. Stuff the company would rather keep under the belt. Well as punishment they fired me but they said they were in the same breath going to rehire me in a different area of the company. And the sad thing is since my state is a at will state on employment they can do that. Well I am not going to take the job. I’ll pay the price. Sad enough to say our laws are not for the common man. Ask wall street, laws are for business and the fat cats. So called Joe six pack /the plumber and Rosie the rivetor/ Hockey Mom are only here to be run over robbed and be the pocket book to bail the big cats out.

October 31, 2008 at 1:38 am
(14) arundhati says:

Rehiring an employee is a sensitive issue. The reasons are- he may deny to be back, reasons for firing will be in doubt, other employees will question management’s decision, and above all after the employee returns back he remains insecure, resented.
Firing if done because of company’s crisis period or for the need to cut cost etc then rehiring is preferable when conditions get well. this will reduce the recruitment cost, induction will be smooth, work culture will be benefited.

October 31, 2008 at 7:22 am
(15) Second Chance says:

I was fired from a company several years ago, and want to reapply. I was hurt on the job during my 90 day probationary period. I was also having trouble becoming proficient and made some mistakes. I did try hard to do well, but in the end, they did fire me.

Later, my unemployment claim was denied and I disputed and lost at the hearing.

I intend to be upfront with them if they interview me, but wanted any advice that might help me.

November 9, 2008 at 7:48 pm
(16) James says:

Working in so-called Human Resources has got to be the crappist job around; I’ve always noticed the HR people any place I’ve worked appear profoundly unhappy, and they have huge turn over rates so I assume they aren’t paid well either. You would assume someone responsible for “Human Resources” would have great personalities, etcetera but never in my experience have I seen this.

And why aren’t there more men in HR? And why is it 99% of the time a middle aged middle class white woman with a fake attitude employees must deal with?

For God’s sake this 2008 not 1978….make a serious effort to diversify; the whole workplace would be the better for it. One time I mentioned in passing the above comment about middle aged white woman in HR among a mixed group and boy did I apparantly hit a raw nerve; the conversation became very lively and everyone was in rare agreement.

As for re-hiring the corporate drones will of course say it comes down to liability and as importantly the person who did the firing not wanting to admit a mistake was made, the same way people will stay in prison for years unfairly because hotshot prosecutors and cops won’t admit they made a mistake. Sad, but the world is a sad depressing place.

November 9, 2008 at 7:55 pm
(17) James says:

I should also add HR DOES NOT always have the ultimate say; believe me, if say a senior partner, or better still managing partner, said they disagreed with a termination and wanted them rehired, they’d be rehired.

November 9, 2008 at 8:07 pm
(18) James says:

I feel bad for the majority of folks who’re employees at will; they have zero protection from HR and/or managerial maleficence, and no ability to seriously contest a wrongful termination.

Anybody who seriously thinks HR and others who have the ability to fire someone are always above board and would never terminate, manipulating so-called company policy (which isn’t legally binding LOL) to fire someone for more abirtary reason(s) they’re delusional.

March 7, 2009 at 8:32 am
(19) Dorthy says:

I know a woman professor who was sexually discriminated and fired. She one her legal case and the university had to hire her back, pay all of her legal fees, and give her the 5 years of back pay, etc. She worked for the university for over another 10 years before she retired. Be careful when you fire someone. Are you really firing the right person?

If they are a bad performer than dump them and never look back. If they are not honest, have no intergrity, don’t do what they say when they say, or rather pick his/her nose than work then fire them and do not look back.

I have only seen one instance where a company got it right and fired 15 lazy dishonest people in the department and kept the 3 who were doing their job. They hired new people. Most of the time HR would have fired the 3 and said that they were trouble makers or didn’t fit the corporate culture.

If Britney Spears has an IQ of 105 then most HR personnel must be 90!

December 3, 2009 at 9:50 am
(20) Will..... says:

I personally beleive that if you have to fire someone then you should also take the risk of bringing them back on board as firing people is not an easy decision but you need to look at so many other things when you are thinking about firing them in the first place. there could be a number of personal issues involved with the employees life which they may feel uncomfortable talking about with someone they may not feel comfortable around in the first place. after all you are HR. Personally, my view is that “YOU’RE ONLY AS GOOD AS YOUR POOREST PERFORMER” which means the blame lays with you in some way or another…Think about it, peoples lives arent ours to play with…

June 23, 2010 at 10:28 am
(21) Robert says:

After 18 years of faithful service and loyalty at what was my dream job from day 1, I was fired. The situation was, my long-time boss retired, and new management made my life a living hell. Their first, and biggest mistake was to completely change my job duties. This was totally unexpected and I did not deal with it very well at all. They took me off of all the duties I loved and gave me a crappy desk job. By the time I was fired, I had already made threats to quit. In the end, I am glad I stayed around to get fired, because it left me in a situation where I could apply for COBRA. I would never, ever go back to that place, even if they begged and pleaded me to. Their actions under the new managemet was disrespectful towards me and my career and I did not appreciate it at all. It is truly their loss.

July 18, 2010 at 12:54 pm
(22) Ronin says:

I worked at a company for 7 years and never had any problems until one of my co-workers was made my boss. I even voted for her in the selection process. Within a year, we had 4 out of 7 people on my team transfer or leave the company under our new boss. She was very technical and completely incapable of utilizing soft-skills, therefore making our lives a total hell. During an argument in her office one morning, I said “Let’s go outside” as I didn’t want my co-workers to have to hear this argument. I was told to go home for a week and when I came back, I was fired for threatening her. (At no time would I ever dream of laying a hand on a woman as I find the act reprehensible no matter what the circumstances) At the time, I was so happy to get out from under her that I signed everything HR put in front of me without even reading the documents. Not smart, I know, but I just wanted away from her. The sad thing is, I tried to transfer to another team shortly before this happened but my boss nixed it because I was too valuable to her. Just 3 months after I was fired, she was re-assigned to another region and given a demotion. Looking back, I should have fought it because it completely ruined my career, and subsequently, my life. I would go back in a heartbeat because I loved working there and when I left, it was like going through a divorce. I’m still not over it even after several years. I’ve never been fired before and haven’t been able to cope. I’ve had co-workers call me wishing I was still there as I was very much liked and respected. Looking forward, I’ll always follow protocol in the event that conflict occurs and not let things come to a head. I gave my heart and soul to that company but I know that I’ll never be allowed to come back because of this.

July 20, 2010 at 2:18 am
(23) Sushanth says:

I’ll come back to the point of rehiring an already fired question in a bit, before that we need to look at the loop holes of an organization before anybody can answer that question. In any large company most often few things are neglected, as per ideal company whose firing an subordinate or an middle management person, the company has to give its reasons for firing somebody, whether it be lack of concentration at work, negligence over a long period of time, or inefficient at work has to validate for an employee to been let go. In most cases an employee before he/she is fired warning are sent across to that employee. The Managers and the team leaders have a 1-on-1 session with that employee to see if the poor performance is due to an issue that’s bother them due to their personal problems or is it at work, once they have identified the reason they try to offer a solution to the employee either by offering them leave (based on a situation of personal issues) or try to rectify the issue if its created within the organization. But, this may not hold well in a situation where the company is not doing that well in terms of revenue, due to the pressure that is built from the top management till the last employee under that root. It’s very rare case that you see some employees given some sort of benefit in such situations (if the employee is reliable and is capable to finish the work assigned, you may notice this within the organization your work or you peers.)

Now coming back to the point when the employee is at fault and is creating trouble for themselves whether it be getting confused or is it being nervous while working on a job and which leads to taking a wrong step in the due course, the immediate manager or TL has to address this issue to see if the person is genuinely nervous or is it lack of concentration or disinterest for that role that’s causing this issue. In such cases the TL or manager have to make sure that the employee whose in the center of the limelight gets a more comfy surrounding/environment while they are working and they can ask for help from their immediate manager, if the immediate manager feels that the employee is incapable of doing a work given to her in-spite of help being offered and having that employee can be one reason for the company revenue to come down and they can rather use another employee who is capable enough to do the same job as he/she is capable of multi-tasking the that particular employee is fired. In this case this employee will never be hired back by the same company as they are aware of his/her weaknesses.
In the last case if an employee is caught for theft of information or customer credit card details, or insider trade information being sold to other companies are very serious allegations in this situation the employee is fired on the stop if caught red handed and will never be hired by any organization.

Now! In each of these two cases mentioned above there’s a transition of information from the employee to the TL and there after the Manager of that department and then to the HR, the and the senior managers are responsible checking the status of that employee who is being scanned for inefficiency or negligence will be closely watched with every step they take by the Team Leads and the mangers to see if there’s any scope of improvement. IF the TL and manager is satisfied with the weekly reports of the employee is showing remarkable change or a gradual change and there’s high chances that the person may yield more from their job that information is then forwarded to the HR department and based on the recommendation of the TL and the managers the employee is given an opportunity is prove themselves and they escape from getting fired. This is where every company in the world does work.
I read one of the comments that some guy or group of guys were fired in spite of voting for one of their peers who eventually became a manager of the company and since she becoming manager many were fired or let go, due to lack of communication I seen. Now! This is a very interesting case, Ronin! Any reason why you voted for her? Was she good at her job, was she amazing with her soft-skills before she was promoted as a manager or was she a smart worker? Any reason for this unanimous decision taken by so many people within the organization your working for, to vote her for the role of a manager?
Once you have answered this question you’d know why she had fired so many people!! In such situations, sorry I can call this a situation now the reason most of the people at the organization your working at or the peers of that department chose her or voted for her was probably because she was a smart worker, or probably you seen that leadership quality in her. A smart manager is someone whose worked a peer before becoming a manager and knows who works and who is capable of working better and can multi-task, many a times when your peers and promoted as manager they see things differently when compared to what they were just before that great promotion as a manager. They feel changes in the department may increase the productivity by a certain % and once they have come to a point where they have fact to prove it the top management agrees to the facts that they see. You can’t blame that lady for that. You need to understand some people if given such opportunities would consider this in their mind “ the company has given me an opportunity based on my work and has promoted me to a manager, now its my job a manager to give them better results.” This is one way of how employees give back the best to the company when they feel they’ve been given a chance or the company has a done a lot for them.
Let me wrap up this article with the last situation of the organization your working with and the Manager and TL play their own politics, if you have proof of the office politics played by your immediate manager to push you down or because they have grudge against you ensure you make a note of it the first time, let go of it if your immediate manager happens to play a lot of politics and pushes you downward all the time, if you can take this issue top to the manager he/she reports to, please ensure you have the point to prove that your immediate manager is playing dirty politics on you. Without proof its hard to get rid of that guy, if nothing is being done after two complains have gone to the manager above your immediate manager you can take the matter to the HR manager directly, again here this may lead to a lot of repercussions, so you need to inform the HR manager about the situation with all the details that you have. This is the only way you can escape.

Also remember that large firms use ERP software to track who were fired on what grounds, all the details of who was fired on what charges will always be available to any HR person who moves in newly into a company, so they can on that information along with consultation with the managers remark mentioned will be considered before re-hiring an already fired employee.

July 22, 2010 at 8:32 am
(24) working girl says:

Didn’t Steve Jobs get fired and re-hired? Generally speaking fired people probably do carry a grudge although I can think of exceptions. For example, in the case of a merger or takeover, people might be let go with generous packages then re-hired a year later. I know several people who were actually grateful for the year off and severance package and now happily back at work.

July 22, 2010 at 9:45 am
(25) Gizroc says:

I have to say that generally speaking I would not hire any of the people of which I have fired. But there are exceptions…I was fired and re-hired not once but twice. The first time the reason given to me was not due to my mistakes but for the person I was attached to at the time. The second time was due to economy cut backs. Yes, I was resentful the second time, not the first time, but I got over it eventually and stayed friends with the people in the company. When I was rehired for my third time around, I was thrilled to come back. I knew the old customers and they happily greeted me, I knew the systems and procedures and have been here for 10+ years. So yes, there are definately exceptions to the rule.

July 22, 2010 at 12:07 pm
(26) Michaela says:

I think it’s obvious that for flagrant misconduct – WHICH COULD BE PROVEN AND WAS DOCUMENTED – a fired employee should not be taken back. In the case of GROSS incompetence, IF every chance was given to the employee to improve and s/he did not, the same would apply. That said, it has been my observation that 97% of involuntary termination (firings) are for “political” reasons, and there is no reason why a perfectly competent employee who was targeted by a bully should not be eligible for rehire. I was such an employee. After over 10 years with a company, during which time I received a 5 out of 5 in every category on every review, I was transferred to work for a boss whose previous assistant had been openly maltreated and discriminated against to the point where she took an FMLA leave for 12 weeks for psychiatric reasons, then mysteriously “retired” a month after returning from leave. Almost all of my colleagues warned me not to take the position because this individual had a reputation company-wide for mistreating assistants and ruining reputations, but I accepted it anyway because I knew that I was competent and capable, and I was banking on my sterling reputation. Unfortunately, from day one I could do nothing right. He emailed LISTS of “transgressions” to my supervisor on a DAILY basis, starting with minor, petty things like arriving for work “too early,” and failing to print out emails (which I indeed did, and have documented proof of same), and increasing in seriousness until he one day accused me openly of having others do my work and taking the credit for it. One Friday one of the other three associates I worked for came to me in secret and warned me to “watch my back – he’s out to get you,” practically begging me to “take a leave.” I had no idea what he was talking about, but he was deliberately very vague and refused to elaborate, just repeating his warning and insisting that the partner was “on the warpath,” trying to get me fired. He was adamant that I not do any more work for him but rather to concentrate exclusively on the partner’s work to save my job. For the next week, my supervisor was on vacation, and during that entire time this boss screamed and ranted, insulted and vilified me openly, and I finally went to the Manager of HR to complain. She told me that management was aware of this individual’s propensity to mistreat employees, that they’d had to speak to him several times in the past, and assured me that they would do so again. First thing the following Monday, I was called into my supervisor’s office and placed on probation. She informed me that if she received one more complaint at any time, no matter how petty or insignificant, “it’s over.” No chance to improve was offered, nor was I offered the option to move to another desk; in fact, I was specifically told that I had to stay with that boss despite the fact that I pointed out the 100% certainty that a complaint would be made that very day. I was then presented with a memo listing all of my alleged performance deficiencies, one being that I was “less than forthright” and the rest a verbatim list of all the items I’d received perfect scores for on the last ten yearly reviews, only in reverse language. Where before I’d been commended for having superior abilities in those areas, I was now being censured. I naturally protested, pointing out my recent meeting with HR, the numerous times (which I’d documented) I’d come to her about the mistreatment and discrimination I’d endured, and even how many of the items in the offending memo were blatantly incorrect. She crossed out and initialed the comments I proved erroneous. I again requested a transfer to a different desk, only to be told that company policy strictly prohibited transfers for persons on probation, yet in the same breath she suggested that an exception would be made for me. She offered me a position as a FILE CLERK in a satellite office – for 1/3 of my salary. At that point I realized something very fishy was going on. After a lengthy uncomfortable silence, the supervisor looked away from me and suggested that I take a leave of absence, then sent me home to consider the “offer.” The next morning the partner came gloating in and out of his office all day long, screaming at me and taunting me; calling me a liar, telling me how stupid and incompetent I was. It was simply the most incomprehensible and unprofessional behavior I have ever witnessed. By lunchtime I couldn’t take any more; I went to my supervisor and told her I wouldn’t sit there any longer. She sent me to another desk for the rest of the week, after which time I took the leave. Two weeks before I was due to return, I received a call in which I was informed that the company had decided to terminate me; and further, that because I was on probation, I was ineligible for rehire. I was told that because of my “poor performance record” no one would want to work with me if I did return. I immediately contacted the junior associate who’d warned me about the situation that fateful Friday. He said he’d had no choice but to give me a negative review because he’d been pressured by the partner. He said he’d had to protect himself; that if he disagreed with the partner, it would be “fatal” to his career, and that he had “more to lose” than I did. I now have a destroyed reputation in the business community, destroyed self-esteem, and am financially ruined. All because some petulant, spoiled child had to be placated. A valuable and competent long-time employee was sacrificed to the ego of a proven bully. After performing extensive research into the phenomena, I’ve discovered that this is pervasive in our business culture. Bullying by bosses needs to be addresses, as it costs businesses $billions per year in losses, and employees untold physical and emotional damage. Hire one of these people back? Why not? FIRE THE BULLY instead.

May 11, 2011 at 12:46 pm
(27) wrabit says:

all is fine and dandy..but guess what? in in the company i used to work..there’s one guy that most times than not…reffuse to work when our supervisor ask him to do so and he’s still there…he argues with all people including myself…and there’s like 3 more people still working there that got into arguments even one of them had to be restrained one of those times and she still there…so arguments that people fired somehow are un-worthly of a second chance are bugus

July 22, 2010 at 8:23 pm
(28) Susan Heathfield says:

You say that you documented this story. Have you contacted an attorney? I don’t often advise this, but you have such a paper trail of excellence prior. Continue to document including your conversation with the person who felt he had to poorly review you.

Regards, Susan

August 4, 2010 at 12:56 am
(29) Wambura says:


To me, it is also really impossible to rehire one you fired. Even though the Tanzanian statutes on employment are silent on this, but regarding with what made him/her be fired remains in the organisational records.
The precedence of rehiring such a former staff will be confusing and a mark of inconsistence in maintaining employee discipline at work within the organisation.
Even if he/she was the one terminated his/her employment it is also impossible to consider rehiring him/her. This is simply because you (the organisation) may not have improved to full satisfaction the conditions prompted his/her exit, then still dissatisfaction on his/her part will still have some indepth roots.
Always and traditionally it is only a new champ who is sought of whenever a need to recruit arises, the chance to rethinking of the former staffs is in vain!.

Tanga UWASA,
East Africa.

February 3, 2011 at 11:41 am
(30) Sam says:

Thank you, I liked your straightforward, realistic answer. I’d like your opinion (and others too) on this scenario.

>Suppose an employee was fired with no warning after a short period of time with a very influential organization, precisely because he/she IS competent. Suppose this organization pressured him/her to conceal information or not write about certain things that would inform the public about the state of things (we’re not talking about confidential or security info), and this individual felt it was unethical. This individual was then fired without warning.

>If sued (with proper evidence), would this organization take back this individual, or would they try to settle without re-hiring?


August 15, 2010 at 3:58 pm
(31) Ernest says:

It is funny that you may rehire, but what if the person in question was fired as a result of a witch hunt by former management and now new management thinks there was never anything wrong with the fired employee and want to get him back?

In such situations you may end up closing out superb talents and hence good value

August 23, 2010 at 1:02 pm
(32) Kuriko says:

What about an employee who had a very good reputation with both their work performance and other employees? What if they made one simple mistake, fessed up, was offered a managerial position before remembering they were on a “D-Day”? What about the employee who was respected by all for their honesty and ethics? Do you just ignore them, or give them another chance?
Think about it. If you don’t give them another chance, you risk being looked at as a cruel hearted company which almost no one will want to work at. On the other hand, even if you just consider hiring them back you will be treated with the same respect as always.
It’s a sticky situation, but I agree with what people have been saying as far as looking at the surrounding info about why they were terminated. But, and its a big but as well as equally important. Along with that I feel you need to also look at their ethics and their respect given them by other managers and/or employees. If they were in a good stead with them, no one ever knew them to be dishonest or mean, customers liked them a lot, and it was just one simple mistake, then yes. I believe one should definitely consider rehiring. It would be unfair, and unethical not to do so.
Also look at their attitude on most days coming in to work. If they were always cheerful with the occasional bad day, hey why not? On the other hand if they never smiled, or said “I’m here.” after someone asked them how they were then yes, by all means revise.
I think more people should begin looking at them as individuals rather than as a toy for the company.

August 26, 2010 at 8:50 pm
(33) AC says:

Firing is no different than breaking up with someone. Something about the relationship just didn’t work. The relationship had to be terminated. Sometimes though, like in other types of relationships, the time off is a time to reflect and see what went wrong. To have a black or white answer to this question is not realistic. Relationships are severed in real life which do not exclude the employment relationship.

I agree though that if management has all their ducks in a row and fire legitimitely then the chances of them wanting the employee back should be minimalized. I was recently fired from a situation that I am no doubt happier being out of, but if management had followed their own policy (provided annual evals, presented a job description, encouraged development for tasks that were not required at the time of hiring) then there would be no doubt about whether terminating me was valid.

In the big picture, I was terminated because the director of my department did not understand how to develop the website and he wanted to push it off to me. He was so incompetent with the web that he wanted me to do it alone, without any support. Our technology was antiquated and I had no way to articulate this effectively to him.

If management is doing what they’re supposed to be doing (which in my case was just their own job) then there should be no question about whether it is appropriate to let an employee go. However, if management doesn’t even know what they want how can an employee know what to deliver? (thus the reason why good HR practices are built on the performance eval, job description presentation, training/development opps, etc.)

Off my soap box, it’s all up to you if you rehire someone. Just make sure the termination was legit to begin with. If you find yourself wanting a terminated employee back, then that should tell you something about whether you should of let that employee go to begin with.

September 1, 2010 at 1:21 am
(34) Myrna Viado says:

I will not hire fired employees since rehiring may serve as precedence. Likewise, we fire employees for a reason therefore I think it is not proper to get them back. There are a lot of better applicants out there.

December 29, 2010 at 2:11 pm
(35) SavannahGin says:

My company was in the middle of a lay off, although my position was not in danger at the time one mnior mistake HR says violation of company policy cost my job. I was told that I could reapply for a position within a year. Since then I have applied but have been getting the run around. How does one convince their boss to take them back especially when work ethic was not an issuse. I got fired as a scapegoat of downsizing.

February 3, 2011 at 5:26 pm
(36) Susan Heathfield says:

This is just an opinion, but I would think that if you sued, the organization would not want you back under any circumstances. But, I suggest that you speak with an attorney who has experience in these matters.

Savannah: if there was a downsizing, your boss knows all the details that the company is willing to share with him or her. I think you need to look further afield for your next job.

February 14, 2011 at 7:48 am
(37) Gilda Jacata says:

If I was an employer I would definately give someone another chance if they honestly didnt mean what they did or said to get them fired or forced to resign in the first place. A good employer would give a good worker another chance just like a true friend makes up after a serious arguement. I know someone who was kind of fired but in her case she was made to leave and then a message went on her file with the words, do not rehire. If I was the employer and I had some common sense and decency I would have wanted to know more about the situation, not just made sure the person never worked again. This attitude says more about the company not the worker. It was a bank and that is exactly what happened. She didnt work for more than a decade, got sick and couldnt wait to pass away.

February 25, 2011 at 4:05 pm
(38) harry says:

A company I works for up until a month ago, terminated me for destruction of company property. I was totally honest with them on what happened that day, and reported what I did myself. I was fired the next day, at the end of my shift. When this took place, I was told that I could apply in six months, and if there was an opening, they will hire me back. The next day, when I turned in my uniforms, I asked if I took anger management, if they’d consider letting me come back sooner, and was told that we would talk in a month. I was there 4.5 years, never once late, never written up, so with my track record there, and a lot of upset people on the floor, they decides that they will retire me next month.

March 16, 2011 at 8:33 pm
(39) NetworkNut says:

I think it depends on the circumstance. For one thing you may have hired the wrong person in the first place (either they where senior or junior to the position). I am in the odd position of having just received a letter of interest from a company that fired me a decade ago, partly because I was immature and partly because I was not in the correct position.

I actually doubt they’ll hire me (I am guessing they will realize that I’ve worked there before and that will be it) but it’s actually kind of sad since I am perfect for the position. Not that it bothers me, I like my current job.

I agree people rarely change but there is more than one role in a company and they can mature. For instance the biggest difference between me now and then was I’ve learned to ask for help :)

May 7, 2011 at 8:42 pm
(40) Melissa Bryan-Wood says:

No person should ever have a message on their file with the words DO NOT REHIRE and if you are not made aware of it, and you dont know who put it there and why, it is a softer approach to being discriminating against. Do they come off and what does it mean to the victim being slugged with such a message? Well from experience it doesnt come off and what it does is cause you long term unemployment to say the least. I wonder what ever happened to EXIT INTERVIEWS and why not have one so that everyone knows where they stand with each other and everything is done PROFESSIONALLY.

May 11, 2011 at 12:32 pm
(41) wrabit says:

people making all this comments would not rehire ex-fired emplyees are wrong cause not all general managers are capable of dealing with people….and when you ask to not do something legal or not expect to be hire..is to much power given…they do in situations back some employees and not others,but is hard to prove…legal is at least something not to get back at them…instead stoping them from you gettin’ another job…people tell you…ok you were fired,move on….ok but what about my former employer…when are they going to move on….?

May 18, 2011 at 12:41 am
(42) Joe Batonnie says:

Everyone deserves second, third and even fourth chances if necessary. Its called personal growth and it should be embraced not rejected. To say that people dont change, is speaking with arrogance and ignorance, and nothing positive can ever come out of negative statements like that. Anyone can change if you want it desperate enough, it takes effort but it is all worth it in the end. It may mean finding another job in another company, but it can be done. All that is needed is support, encouragment and someone there to help you back up if and when you fall down. A man or woman can have a criminal history, a mental illness, or an addition of some kind just to name a few. No doctor will ever tell him or her, that he or she cant change because the doctor will know better. There is no difference with bad habits and bad behaviours, except that one does one thing and the other does something else. Change happens when we learn what caused the problems in the first place. Once that is discovered, the healing begins and change follows!!!!

June 22, 2011 at 6:17 am
(43) Martin says:

I couldn’t agree with you more. It’s been 2 years since I’ve been fired from my old company and tomorrow I’m going there personally to try & get re-hired.

Your right, change happens when we learned what caused the problems in the first place. When I got fired I was confused because I always worked hard & got my work done in a timely manner but it wasn’t until many months later that I realized that what got me let go was the fact that I would, a lot of times, think about myself rather than the company as a whole (36 employees total).

At the end of the day we all come together as one group, as one team so that we can work together to SURVIVE & unfortunately I forgot what being hungry (literally) felt like but now that I’ve had time to mature & reflect, I pray to god that they take me back.

June 8, 2011 at 5:39 am
(44) Emily says:

If 2 employees are fired (1 waiter’s serious misconduct, 1 shift manager on duty at time of wrongdoing), is it legal for the general manager (as well as the company owners) to agree to rehire the waiter and not the shift manager? The manager was a loyal employee with an almost perfect working record. He worked without causing issues or committing misconducts for more than 8 years. Never late. Never called in sick. Worked at times while not feeling well. Was about to go further on the promotional ladder to assistant general manager when he got terminated. No probationary period offered. No suspension time without pay offered either. No chance to defend himself and also told he wouldn’t ever be given the chance to come back. So it seems that there is something wrong going on here. Extreme and Confusing, is it not? It even smells like a potential legal issue.

June 8, 2011 at 11:28 am
(45) Susan says:


I would not have fired the manager under the circumstances you describe unless the behavior that he/she permitted or covered up was so egregious as to cause my forever concern about his or her judgment and trustworthiness. I hold managers to a higher standard of behavior because of the trust and responsibility that I have placed in them. This is also why a PIP for a manager would be rare in my company. Once a manager breaks faith and the trust is gone, it is almost impossible to recover. All that said, the nature of the offense is unknown, but under most circumstances, I would apply progressive discipline.

July 1, 2011 at 5:27 pm
(46) molybdenum94 says:

I was fired 3-1/2 months ago from a job that I loved and did very well at. The manager that fired me gave the reason of excessive absences. The company has been fighting my unemployment for this reason.
Meanwhile, the manager that fired me has himself been fired for lying and insubordination. I am appealing the unemployment finding and have subpoenaed records that will prove that he lied.
My former position (they have a temp now) has also been moved to report up a different reporting chain, and the new manager and I worked together while I was there and had an excellent relationship. He had even contacted me personally and said that he regretted that I had been treated in the manner that I was fired under. My position was a highly specialized, niche area of accounting, and they have struggled with finding people that understand the peculiarities of this specialty and the ERP package that they use. For the same reason, I have struggled to find a new position because most companies either don’t have a need for my specialty or require a higher degree than I currently have for the job.
I know that they are struggling with the temp in the role, and I would like nothing more than to get my job back. I’m not concerned with wrongful termination because I don’t hold the company responsible for my previous manager’s lies.
I have reached out to the new manager but have not heard back. I also know that a few of my former colleagues have suggested to him that he try and get me back to get things running smoothly again.
Do I have a chance or is there anything I can do or say to help make rehiring me more comfortable for the company?

July 29, 2011 at 5:01 am
(47) braveavenger says:

I was terminated from marshalls in august of 2009 and I was there since march 2002.I reported another employee for breaking store policy rules,using his cell phone and not doing any work.He found out I reported him and went a little crazy saying things like he’s not afraid of me and shouting in front of other employees telling me to shut up.Right in front of the key holder who was not a manager but a friend of his.I talked back but never threatened him…but i was told I was suspended til further notice after i explained what happened.I got a call from the assistant manager a few days later and i was terminated,she said it was the HR that said i had a previous write up 3 years before this happened.I was told after 3 months or so that write up would be erased from my records,but 3 years it still is there,why?The guy that THREATENED me was still there after that,no write up at all.I called the district manager the following monday and explained the situation but all she had to say was that i shouldnt tell no one what to do because im not a manager,I reported him to a manager on duty although she was just a key holder that can open and close the store,i didnt tell him to put his phone away.I was told i threatened the coworker when I was the victim.My brother works there and has since 2002 also,but hes not a manager.Any chance i can get rehired after 2 years,i was full time and its tough getting a full time job.long post i know,sorry for the ranting,just frustrated.

August 2, 2011 at 10:14 am
(48) MattM says:

“That means that the former employee had every chance to improve. They did not and they are not suitable for my organization, for whatever reason.”

This makes a great assumption, as do many of the comments – you may be fired from a position that was not a good fit for you, or you were not competent for. This does not mean you are incompetent for every position in the company. I can fire a mid-level manager who in reality is a great individual contributor. Perhaps someone who is a poor analyst (no detail skills) is actually a good project manager (visionary and motivational). Evaluate them on their known merits and skills, not on a previous status that’s not an indication of success on a NEW position.

August 12, 2011 at 5:52 pm
(49) Mike says:

I was sent home two days in a row. I asked several times if I was being fired he did not answer me. I sent him(ex boss) a email stating that I assumed my position had been terminated. He wrote back and said my assumption was correct. I filed for unemployment, he attempted to fight it but I won. In knowing the kind of person he is I knew this would upset him. He sent me a letter five months later offering me a position. He did not state pay, hours, ect. I wrote him back a email asking what he was offering, knowing full well I would, could never go back to a place were I was treated so poorly. He wrote back stating I am not hiring you, I am calling you back to work. Now he has contacted unemployment and claimed I refused a job. What to do?

August 12, 2011 at 6:14 pm
(50) Susan Heathfield says:

Hi Mike,

I’m only guessing but I suspect that you need to go back to work or lose unemployment. Talk to a labor lawyer because I’m not 100% sure and I don’t like giving legal advice. Or, talk to your state department of labor to ask.

August 24, 2011 at 5:13 pm
(51) John says:

Okay question…….I work at a small – medium company. I started out in a managerial post. I had a clerical position reporting to me. After the first 1month. I realized that the clerical person was grossly incompetent. The person was at the company for over a yr. I brought my findings to my employer. Some of the errors were payroll returns that cost the company over 100k in penalties and fees. There were other grossly errors which I am not going to list. My employer decided to fire that individual and hire another person. The other person and I are still cleaning up the mess that this person made some 8 months later. The company has grown significantly also in the last year and as a result has had to add people. I was just informed that the employer is re-hiring the person we fired and she is going to report to me again.

I should also state that I work for a small business and the owner is a dictator. Meaning his mentality is “This is my company and I can do whatever I want…..No matter how ridiculous the mistake is.

How should I handle this because when we fired that person? She left on bad terms and cursed me out as she was walking out of the door. Now I find out she is going to be re-hired and reporting to me.

I have decided to just start looking for another job because my talents are being wasted

August 26, 2011 at 5:20 pm
(52) Marilyn says:

Hi, I am a fired employee. And I understand the reasons I was fired. It happened twice, in two Very Different Positions. But I must say that in one instance I don’t believe I was trained very well and the company seemed to have too many bosses to answer to and being a young employee I wasn’t prepared for having to decide between the company rules (which I only learned about when a newer, wiser employee found the rule book, but that didn’t even save her (Even though a studious and amazing employee we didn’t always know what one or the other bosses wanted from us)) and the managers at the time. Plus the fact that the manager in charge of me didn’t stay long and so I didn’t get used to him only so long when someone who was more a stickler on the rules came and yet the former manager’s problem and mine at the moment was that the customers were used to one set of “rules” when there was a completely different set in the handbook. This situation almost got me fired quite a few times, but then someone stepped in (a customer) saying how well I did saving my job. But I must say that what eventually got me fired was completely my fault. But I had one other job that I wasn’t fired from where my training wasn’t good at all and I always felt too slow for the job. I just wanted to Represent the other side of the coin. Though I know someone else might’ve said something too. I just didn’t get that far down on the comments. I hope some Employers find this Helpful. Sincerely, Marilyn

August 27, 2011 at 4:52 am
(53) Travis says:

Whenever I had an employee come back to me who had been fired asking for their job back (Depending upon to who it was) I would (if I even remembered this person at all because my business is call centers and we have so many faces in our industry), I would have a meeting with that person and honestly try to look at it from their side of the coin.
Then I would ask myself the following;
Why are they there? Why is this person asking for their job back when they were initially terminated for whatever reason? Do they know whether or not they’re re-hire-able? At which point I would Look into their file to see if they’re were rehire-able or not and also take a look at their performance while they were with the company. I think that plays a key factor in my decision into rehiring them.
But the overall truth to the matter is this; its psychology. This person was terminated from a job for whatever reason, which means that they couldn’t(at the time) perform the basic functions of the job to improve to stay with my company so we had to let them go. If they were not going to improve then, what makes me think they have changed now? There’s a good saying; “Its a will vs Skill” You can have the skill, but if you dont have the will to do the skill, then whats the point?
My overall answer to your question is NO I would not hire back.
I would only hire someone back who I fired if 3 certain circumstances arose;
1. That person was well to perfect in stats before getting terminated
2. That person makes one heck of a good argument for me to rehire them. An argument so good that it will leave me utterly speechless.
3. That the terms of their termination allows them for grounds for re-employment with the company.
Those would be the only 3 circumstances I could ever seeing myself hiring back someone I personally had fired.

August 30, 2011 at 12:00 am
(54) Kristal says:

I’m going through the same process of being terminated by call it a major employer in one of the USA states,,, Thank you Micheala,,,some supervisors are evil,, i think they think that by doing all sorts of evil they will be earning double,,, my is unique situation whereby all the supervisors in the department were coerced by one bully that I have been put on leave of absence for 7months,, I’m expecting a termination letter very soon.. I liked working for this company but wow!!! office politics,,, even the HR dont help you insteady they cooperate with the bully,,, May God Help them and get their twisted minds think normal… But once terminated i dont see why you should seek employment there again the world is full of opportunities,,, I would say trying outside wouldnt hurt me… and finding new fresh waters….

October 3, 2011 at 1:09 pm
(55) Doris says:

I worked as a clerk for the county. I loved my job and the my boss seemed happy with my work. I have 3 family members die one month and one day apart from each other. My twin, my sister and then my niece( who was also a twin). I took a week off to go to the funerals. While I was gone, the office changed bosses. I was giving a job I had never done before and they ALWAYS had two people to do the job. I told my boss this makes me nervous. She said ” don’t worry about it, I will double check your work” I went into work the following day to find there had been mistakes. I was being fired the reasons….the mistakes, I told my boss you said you would double check my work. She said ” it is not my place to do your job”. the other reason…I was fired. The reason ” I missed to much work the last year” even though it was family leave. Now in a different department there is an opening. I want to apply and people are very aware of the “new” boss. Since I would not be in that department or have the same boss. What would the chances of the company rehiring me?

October 5, 2011 at 7:40 pm
(56) Sue says:

I was awarded unemployment benefits when I got fired and the company I worked for appealed it and the judge ruled in my favor saying I was terminated without just cause. Now the company is hiring again and I want to reapply since I really liked the company and the job I had. Is it wise for me to do this or should I talk to someone in HR. Any feedback will be greatly appreciated

October 7, 2011 at 1:11 pm
(57) ? says:

“People don’t change that much” – People do change. With work/life experience.

November 18, 2011 at 10:09 am
(58) Brett says:

Yes,You should give a basically honest, hard-working employee who gets one well with everyone a scond chance. What if we messed up? Would we want a second chance? Of course you should. If he/she stole, abused someone or assaulted someone, get rid of them, no question. Lets say they, for example, didn’t lie, but let’s say they didn’t come clean straight away about something. And let’s say they sorted out the problem? What then? I say that anyone with a heart, anyone with any compassion would give them another go.

October 12, 2011 at 8:11 pm
(59) rehired says:

I was fired 5 years ago. Worked in the company for 7 years independently. My boss’s son joined the company couple of years later and they asked me to train him and he became my assistant. My boss and his partner reassured me that I won’t loose my job if I agree. Me and the owners son got along great! He was so funny and all day we would crack jokes and act silly. We were very close. We would even make fun of other employees. Right before I got fired me and my boss’s son were arguing a lot because I was going through personal issues and I couldn’t separate work from my issues at home. My boss said he had to let me go as they were restructuring and my performance had nothing to do with it. I left quietly and in good terms. My boss’s son I heard later told coworkers he didnt want me to get fired so I quess he inadvertently caused it. 4 years later I get a call from my ex boss saying that they want me back,,saying that I was fired due to my lateness which I didnt buy because I was always late and worked late for many years and they never said anything so I just let it go and didn’t seek a further explanation. I hadn’t worked for 2 years and I knew and had good relationship with my ex coworkers so I accepted. When I initially had lunch with my boss and his son to discuss me coming back my boss’s son said “I am not the same, I have changed, I have matured and I don’t get close to people like I used to because after they get fired I have to deal with the separation” When I went back to work..actually its been a year now…now I am my boss’s son’s assistant.. my boss’s son ignores me now..is very introverted and very quiet..it’s so strange. I used to have so much fun working with him…now hes like a different person?? So I act the same way…now if hes still upset about the arguments we had before I was fired then why would him and his dad agreed to take me back? It’s so boring now at work. Don’t know why he changed? Any opinions???

November 21, 2011 at 7:21 pm
(60) john says:

I joined a large organization beating out many who were already were part of the organization. There was a lot of resentment from current employees who wanted the position to which I didn’t find about until later.

I worked for a new supervisor, she would make micromanagement a art-form, she would spy on me constantly and would startle me by hovering over my shoulder without saying anything. She would often state little quips of sarcasm and racism. Once she stated that I should go back to college and learn Spanish, being that I was “Hispanic (3rd gen)” origin and could not speak Spanish very well. I was often told to do additional things that were not part of my job because so-and-so person is gone, which i didn’t mind but it cut into my performance figures and was never accounted for.

At one point, several of my co-workers quit or transferred and I was about the only person they had left in my range. Several managers thought i could handle the workload of the employees that left until they found new recruits, so essentially i was then given the duties of 5 employees on top of the current workload of 3 employees i already had. Long story short, she put in for my dismissal and then she transferred so i wasn’t even fired by her, i was fired by some new hire. When they read my documentation, they thought i was an awful employee but if you would go around my office, majority of the employees loved my worked. As a person with a slight dyslexia who works a little slower, who fell under the wrong boss, wrong work environment and an overall poor situation, would you believe i deserve a rehire at a different branch office where things operate a little slower, smoother, correctly and efficiently?

Most of you would say no because being fired carries a stigma that follows you everywhere.

“If XY fired you for Z then it must be true.”

Most of you are too jaded by your power and position to notice you are being over zealous.

January 1, 2012 at 9:53 am
(61) Patrick says:

My question is what justifies a person as a “non re-hire”? Does quitting, being laid off or termination automatically a non re-hire.

For example, my mother worked for the same hospital for 30 years. When the center closed, she was jobless for 5 months. In the meantime, she tried to obtain a job at a grocery store she worked at back in 1975 and quit to work as a nurse. The HR rep stated her file listed she was not hire-able.

Really? I was surprised a file was still maintained after 35 years. She quit to move on to what she went to school for and quit the job in the professional manner. I understand that over a period of 12-36 months, you don’t expect a person’s work habits to change but 35 years later?

Let’s say you work for a Company X. You were fired from there and you apply for a job at Company Y. Company X and Y are both owned by “Big Company”. Can your employment status with Company X effect Company Y?

January 1, 2012 at 10:00 am
(62) Susan Heathfield says:

Hi Patrick, That is odd about your Mother. I can’t imagine having a file 35 years later or that anything it said would matter. Someone who was employed as a nurse for all of those years seems like an automatic hire to me.

January 3, 2012 at 5:01 pm
(63) Joanne says:

Do not rehire messages are not just put on ones file because the person has been fired. I should know, I have that on my file, it was said to me years ago and what it did to my health is best left unexplained. People with this type of message, even if they are the best workers around they need to change their trade as getting the same type of job will be difficult. From my own experience, its discrimination, because there are more professional ways a person can be kept out of a company, if that is what the employer decides. Instead of companies placing a DO NOT REHIRE message on ones file, why not just add the words; PLEASE REFER TO #### BEFORE REHIRING.
The idea of someone placing this on my file and me learning about it, led to many years of suffering. I wasnt use to that kind of rejection and that is exactly what it is. You are rejected with no form of assistance to help you improve or closure to help you move on. As for the idea people dont change. Rubbish!! Everyone can change thats why we keeping growing and life gives us our own personal journey. Companies who believe someone cannot change and will not take the step to assist the person being slugged with such a message, needs to know that the problem is then not with the ex worker but the employer. Unfortunately for the victim it can mean long term unemployment and being thrown out of companies if he or she happens to get a job using different references. I speak from experience.

January 4, 2012 at 12:46 am
(64) Artsy says:

@ Joanne, john

You have my apologies on behalf of everyone.
Joaane, did you know you can have a lawyer daft a cease and desist letter and have that sent to your former employer? In cases where the bad reference has drastically altered someone’s life and health it is entirely justified.

Now on to the reason I posted:

You have both been the victim of scapegoating by narcissists. I speak from experience. I would strongly suggest that you stop internalizing what happened as though it were your fault and arm yourself with information about narcissists so that the next time you meet one you are armed to defend yourselves. Beware of the narcissist (or “sociopath” if you prefer). The narcissist wants you to think it was your fault. They maintain plausible deniability by disguising their tactics. This gives the appearance to others that they are “reasonable” and so disarm their victims and invalidate their social standing so that they cannot fight back. Do not let them win. Please google “narcissism” and “scapegoating” and you will pull up a plethora of material in which you will find strength to move on. It is a form of abuse for which some should be jailed and, sadly, a common problem in American culture built around bullying. It is most often written about with regard to family dynamics, but narcissists are people, and, like all people, need to make a living and can thus be employers and even HR representatives. Another term you need look up in relation to “narcissism” and “scapegoating” is “gaslighting”.

If those in hiring positions or with business degrees received more training in the social sciences perhaps these problems would be spotted in some cases. Until then we will continue to live in the Middle Ages. I almost think that an undergraduate degree in the social sciences should be mandatory for anyone in HR. When working with human capital one should be highly trained, tolerant and socially perceptive.

January 9, 2012 at 6:45 pm
(65) June Calanny says:

Going by Myrna Viado’s comments, may you never be placed in a position of employing and recruiting staff! Your response is exactly the type of people we no longer need in a workplace…. Time for change and better management handling skills…

January 17, 2012 at 8:53 am
(66) Joanne says:

Thank you for your response. The problem is there are no good reasons as to why a message of this kind needs to go on someones file. The person, or in many cases the victim will already be suffering for other reasons, they dont need this message. If a worker is such a problem, then the message can be reworded as previously mentioned. I dont ever recall companies puting these types of messages on someone file twenty or thirty years ago and the trend should now be stopped! Everyone has the right to work even if they were not the right fit in a particular company. Just because one employer doesnt feel a worker is worthy it doesnt mean others will feel the same. If the worker is a problem and the employer doesnt want to know what the problem was or is, then please let the person find another job in peace and with his or her dignity still in tact! A message like this actually says, we (the employer) wont take you back and no other company can have you either!!! Bottom line

February 25, 2012 at 8:55 pm
(67) Dora Jones says:

What if the hiring wasn’t the employee’s problem but management’s? I was fired from my position simply because someone in management didn’t like me. I was a great employee and my evaluation was excellent. I went above the call of duty. I came in early every day to make sure my area was ready for a great day of production. I worked well with the other employees, but because I didn’t hang around them, or talk about my outside business, I didn’t fit in. There’s a lot more, but in some cases, it’s not always the employee, it’s the employer or who the employer hired to manage their department.

May 15, 2012 at 4:39 pm
(68) Scarlttoftoday says:

I agree with Dora Jones’ comments. Alot of times, it is not the employee but management’s insecurities that lead to terminating an employee… because that employee’s outstanding performance on the job or friendliness with co-workers makes the managers look bad. Management is afraid that the employee is out for their own job or friends, so they fire the person. I have seen this happen numerous times. Mostly with women because they are jealous in their little cliques and revenge seeking.
The bad thing is that termination in a certain field of business, like the healthcare field, can lead to illegal blackballing of the terminated employees seeking another position. The manager has friends/colleagues at other offices and she will let them know not to hire you. I have seen this first hand.

May 15, 2012 at 4:54 pm
(69) Scarlttoftoday says:

I disagree with the comments regarding not hiring a fired employee. Everyone in life deserves a second chance. You don’t know the reasons behind a person’s poor performance on the job; HR and managers do not know what most of their employees do on the job every day, they do not perform in that position or walk in their shoes.
From what I have seen and experienced first hand, most of the time when an employee has been terminated, it was not for poor job performance, it was a personal vendetta against the employee by the supervisor.
One time I witnessed a supervisor giving a bad reference to a new hiring office for an employee who was still working but had applied for a position someplace else because she wanted to move. The employee was an outstanding person who went above and beyond on her job. The supervisor figured out that I overheard her lying to that office, giving a good employee such a bad reference, so she said “well, we need her, we can’t afford for her to quit and go to work someplace else “.
So if management personnel has changed in the department, I would give the person another chance. It may not have been the employee’s fault that they were fired but a revengeful supervisor.
Also, I want to say that I have seen people leave a position suddenly due to health reasons, deaths, cancer, or family emergencies; even though they did an outstanding job, HR acted like oh, well, you put your family above us, so tough luck, we aren’t having you back !
Personally, I would try to start my own business if possible. Working for other people is stressful. You can’t ever win.

May 16, 2012 at 3:14 pm
(70) fatimah says:

I was recently terminated from a company, a department store, for an incident in which I was defending myself, but ultimately let go. I did not understand the reasons behind this manager’s decision, when she had all the proof about the situation in front of her. I felt and still feel my termination was wrongful and based on other factors. I would like to seek re-hire with another store because I had an excellent work ethic and great customer service skills. I followed all the rules. I just felt that this decision placed me in a bad light. (Here’s how to handle the fact that you were fired as you apply for new jobs: Read the first four or five articles for very good advice: http://jobsearch.about.com/sitesearch.htm?q=what+to+say+when+fired&SUName=jobsearch)

August 7, 2012 at 7:29 pm
(71) Regina says:

Rehiring should be considered based on the reason a person was let go. Everyone has a right to their opinion on rehiring someone. Have you thought the process out all the way? What if the manager just does not like this person, and makes everything they do a big deal and continues to badger them? Some people are just miserable and angry and should not be in management positions. They can destroy someone’s life. Do you feel being let go for “not fitting into this office ” is a good reason? Being told they will put in a good word for you, you are a hard worker, and then later finding out you are not able to be rehired by this medical group. Not always a person being fired is the one in the wrong .

August 8, 2012 at 10:14 am
(72) Jen says:

The article doesn’t differentiate between the different reasons why a person might fail on the job, it just assumes that anyone who falters failed, and their failure proves that they are not good enough.

Others have mentioned instances where legal action against the employer would be possible, but let me talk about an instance where the failure is ultimately the fault of the employer. What if the employee experiences a health issue or psychological trauma (like the death of a child, difficult divorce, rape or abuse), and that affects their work performance? Yes, it is the “fault” of the employee for bringing the emotional baggage into the workplace, but does that make them incompetent and ultimately unsuitable for the organization? No.

Yes, there are options for a person who is going through a tough situation. They can take leave, they can go to therapy, but sometimes these options do not take hold quickly enough. Then, by the time a Performance Plan is put in place, an employer is expecting a severely stressed and traumatized employee (because by this time, just going to work is now a traumatic experience, as the employee knows they are doing poorly, and is afraid for their job, but is incapable of doing better) to act at a level of a fully-functional person. It’s not going to happen.

No, employers cannot wait forever, but they can be a little empathetic.

August 17, 2012 at 1:00 pm
(73) John says:


Thanks for sharing your perspective on rehiring terminated employees.

I think rehiring a terminated employee is purely circumstantial and should not be treated as unacceptable. Personally, I believe employee carelessness happens to most high performing individuals who have tunnel vision towards achievement of goals. Breach of conflict of interest policies, for example, is a common flaw for sales people who tend to be overly creative sometimes proving fatal to their careers. I think the corporate environment, most especially leadership and management, must constantly be in-tune with their high performing employees. Lack of communication results in wrong assumptions that cause people to think differently. When nepotism in the workplace is observed, this negativity may be infectious, thus encouraging others to be bolder in their business decisions even risking conflict of interest breach.

When a high performing loyal employee commits a fatal mistake that nevertheless didn’t hurt the company at all, he/she must be given a second chance and should be rehired. For example, a 10-year high performing sales person was fired because he/she created an inactive website that directly competes with the employer’s own site, should not be outright terminated. Or if she/he was, a rehire opportunity must be available.

Bad and good people make mistakes. If bad people are given second chances, why not good people.


August 17, 2012 at 1:19 pm
(74) JB says:

Bad people make mistakes. Good people makes mistakes. Bad people are given second chances. Why not good people too?

Rehiring and termination is a result of management/leadership’s perception on the case. Some bosses may interpret the HR policy in ways that are varied and mostly circumstantial. Should we fire our bosses for nepotism because he had an invisible hand in bringing in his nephew to work for the same company? We can’t.

But bosses would rather not rehire a 10 year loyal and higher performing employee because he was terminated due to a fatal mistake of creating a an inactive website construed as conflicting to employer interest. Sometimes, the people in power can make decisions based on their inclination not on facts. That said, I believe that a law on rehire should be enacted by all companies and must be complied upon.


September 3, 2012 at 12:06 am
(75) sean says:

Depending on the reason someone was let go would play a role on the possibility of a rehire. If the person in question made a huge ethic and moral mistake but can show me things in his life professionally and personally he/she has changed with a good record from his/her’s current employer and enough time has passed to make the change in this person’s life a reasonable permanent change, then yes I would rehire this person. Unlike the author of this article I truly believe people can change if they have a deep enough remorse for their actions then make an attempt to formally and sincerely apologize. We are human. We ALL make mistakes, but the question is, did you learn a lesson and apply the lesson to your life.

September 19, 2012 at 1:39 pm
(76) Erin says:

Nothing is as black and white as the author of this article may lead you to believe. I was asked to resign at a job because my health issues affected my attendance. I have since had surgery that cured my health related issues. I never miss work now that I am no longer sick. Recently, I applied for a position at the same company after 9 years of not working there. I’m worried that I will be ineligible for rehire which I believe would be a big mistake as I am committed to every organization I work for and have worked the last 9 years pursuing and completed my MBA.

September 24, 2012 at 11:56 pm
(77) Eric says:

This is a very interesting discussion. I was fired once because the company went through a economic downturn which coincided with the dotcom bust and couldn’t afford to retain the same number of staff. I rang my manager the next day and asked him how he was bearing up (because I know he hated having to do it). I also kept in occasional contact with him and on one occassion he said he’d like to reverse the decision that was made and offered me a contract after hours-because of my situation I wasn’t in a position to do this.

About seven years after this I was invited back on contract which I was grateful to have at the time by a colleague who had been promoted into a position of authority. There was talk of going permanent but I decided to leave at the end of my contract because I the new owner of the business was not ethical in his treatment of staff. It would have been very satisfying to work there again except I couldn’t see myself being happy or trusting the owner given his attitude.

January 3, 2013 at 6:09 pm
(78) chappy says:

I was fired for job performance after being with a firm for 16 years. I worked my way up the ladder to an executive position during my time with this firm. My performance evaluations were either highly effective or outstanding. Two other firms tried to recruit me while I was still with my existing firm. My firm counter-offered both times in order to keep me. I was very instramental in moving the firm forward with technology which included e-commerce, web sites, etc. My downward spiral began when we had an all hands meeting with the President of the firm and he said there had to be cuts within the departments. I found myself being excluded from meetings, which I would normally be a part of as a senior staff member. Projects in which I would be managing were given to employees who did not have the experience. Yet, when the project was not on target it became my problem. So after being left in the dark for months, I was let go for bad job performance. Interestingly, I was not the only female over fifty who lost her job for the same reason. There have been quite a few of us. Human Resources was not any help. The message we all received was “it is the department decision.”

I have lost the opportunity for employment at other organizationss when I ask why I wasn’t considered, I am told because I was let go from previous employer.

How do I rectify this matter? How do I get to the interview process, where I am sure any potential employer would see that not only do I have the expertise for the position but also the attributes.

(I would see an employment law attorney and talk with the eqivalent of the US Department of Labor in your country, especially if you have a paper trail that documents your story. If you were laid off, this should also make a difference. You might also talk with your former employer to see how thay are describing your leaving. Since this leave taking is keeping you from getting another job, you need to do something. Susan)

February 7, 2013 at 6:27 pm
(79) GKC says:

I was fired from 2 jobs before. I have to disagree with, “People don’t change.” They DO. It depends on if they get out of the situation that causes them to make bad choices.

1) I was an amazing employee, received accolades, went above and beyond. Suddenly, it fell apart. I was married at 22, then found out my husband was cheating on me. I was an emotional mess, started seeing someone else. I never told my boss about my husband’s infidelity so I can imagine how it all looked to her.

2) Again, praised for my work, efficiency, high performance, etc. I went to a party with co-workers where I was drugged and sexually assaulted by a male co-worker. I told another female co-worker what happened who spread it all over work. I stopped showing up to work. FIRED.

Today, I make more intelligent choices, happily married for 9 years, have a few great kids and I’m doing well. 22 and 35 are a world apart in maturity. There ARE, however, people who don’t learn from their mistakes. I have been considering writing letters of apology to both former bosses.

Show me someone 100% proud of everything they’ve ever done in their lives. I have learned from both experiences:

1) If you are facing an issue in your personal life, TELL YOUR BOSS before it becomes a work issue.
2) I didn’t need to start seeing some guy because I didn’t feel pretty or good enough since I was cheated on. I needed to realize that someone who would do that to their wife is the one not good enough.
3) Don’t use e-mail for personal reasons.
4) Don’t go out drinking with co-workers.
5) Don’t EVER drink something that you don’t see come directly from the bartender to you.
6) Make sure you always have a trusted friend with you and look out for each other.
7) I should have filed police reports, regardless of what my co-workers would say.
8) Accept some things are beyond my control and LET GO of them.

If nobody changed, there would be no weight loss success stories, no rags to riches stories, etc.

February 16, 2013 at 9:27 pm
(80) jj says:

What if hr is the problem and bullies everyone and no one likes her but won’t stand up to her and even worse the vp likes her cause she does his dirty work cause he has no back bone. Lately she is having me watched constantly and basically harassed to get me to quit.

February 25, 2013 at 7:24 pm
(81) florine d says:

I can understand not rehiring someone to the same facility once they were fired from there, but sometimes a person is fired for little things although bad enough to be fired. I myself was fired from a job because I was written up due to a medication error that wasn’t completely my fault. I can’t find a job anywhere. I am also doing my bridge to RN program and I feel like I’m wasting my time with it if I can’t find someone who’ll hire me. New employers need to keep in mind also that just because someone makes a mistake in the past doesn’t mean they’ll repeat it again. Not all employees are the same. Someone who is sincere about working should not be kept from getting another job. If everyone passes a potential employee over they’re being hindered from finding a job anywhere. I’m sure I’m not the only person who desperately needs a job.

February 28, 2013 at 1:18 am
(82) don says:

About rehiring someone who is fired, it depends on the circumstances. I am not in a postion of firing or rehiring anyone, but I did see a lot of colleagues fired for bogus reasons. I too am woried about some day being on the chopping block, due to terrible bosses. Some bosses have to fire someone just to show their metal or to prove to other bosses they have what it takes to be in the position they’re in. This situation was compounded during a merger with another company and that company’s bosses took over operations and got rid of most of the old supervisors and placed most of their own people into powerful positions.
Then, the bullying, harassing, and intimidation of employees began. There was a very aggressive campaign of saturating peoples’ work files with anything derogatory to make employees look bad, then using this to be able to hold people under threat of termination if they don’t loyal up, I just hope that my colleagues that were let go have gotten jobs. Sometimes, it’s not about work performance, sometimes it is about loyalty and that you play along with the politics.

March 21, 2013 at 4:41 pm
(83) frank says:

I was put into a position with a firm that needed an HR person, no job description, no training or how they wanted to have their policies applied, and most of all, they were right in the middle of creating a new handbook, so there wasn’t anything set in stone. It was learn from your mistakes and move on and change the process if needed when I found a problem or mistake. The firm hired an outside firm to help with the implementation of getting all forms up to par and our handbook and meanwhile I was having to handle all the employees with all their concerns and problems within the firm. I reported all problems and concerns to the owner of the firm and to the new firm’s HR department about numerous issues coming from one individual in particular, but nothing was every taken or said to this individual. As a matter of fact, the owner went to this individual and let her know about what I being HR had told him about one of his attorneys sleeping on the job and she told the owner to strip me from my position and when the firm from out of state came to town to have her fire me. So the wife of the owner, whom is not an attorney nor an employee, pulled me in to the owner’s office and termed me in front of the attorney I whistle blew on and said it was because I wasn’t doing my job and that individuals’ time and attendance was not being handled correctly even when all correction need prior approval from the employee’s manager before I make any changes. Now the company is firing everyone in one department and or calling in the employees asking if they like their jobs or not because they are going to lunch with the employees they have planned to terminate. We live in a will to work state (which I believe all states that have that should request for a change because you can get fired just because they don’t like the shoes you have on).

April 19, 2013 at 6:18 pm
(84) TN Dad says:

Losing a job is never convenient, and always devastating, regardless of the circumstances. Especially for someone like my 41 year old son, getting fired from a low paying job at Walmart, over the Xmas season of last December. Although I personally think the guy who fired him without counseling and a warning, based on what another associate reported she heard him mutter when she shoved into the restroom he’d been waiting a half hour for previous occupants to clear out of, so he could clean it, according to his supervisor’s orders. But that is just the background to my real concern. Since being fired, he has had to seek counseling, been diagnosed with bipolar disorder, placed on psych drugs, fallen behind on child support, and is overwhelmed about doing a job search because he feels that no one will hire him because he was fired from his most recent job. Although he is the real victim of this cruel action, his strong belief in honesty, and disdain for deception, drive him to be painfully open and transparent regarding the ubiquitous job application question, “Reason for leaving most recent employer.”

Surely the guy at Walmart isn’t stupid enough to say anything other than to confirm previous employment. But how should my son, or many others like him, “honestly” respond to the question, without shooting himself in the foot?

Charles in East TN

April 21, 2013 at 10:45 pm
(85) john doe says:

It depends on the company. Usually really big corporations or businesses will rehire employees. The main companies are usually manufacturing companies (factories) and hard labor jobs like farming, slave shop, low pay jobs. These companies will rehire simply because their turnover rate is usually 99% of all employees in the first 3 months. Most of these companies have horrible supervisors and the work pace is so bad that most people don’t last long. Most of these are run by temp-agencies who hire people every week. They tend to just float workers around every couple months to keep their money making scheme going. Seen it waaaaaay too many times before. That’s how the companies want it. They love to fire temps and treat them like crap because they know they can be replaced by another employee the next day at the agency. So to answer the question, YES, companies do rehire people all the time. For the record, if you are a HR manager or do the hiring for a company and see a guy has been fired from temp agency or factory low level crap jobs, I’d suggest you don’t take that as an indicator that they are not a good worker.

April 21, 2013 at 11:09 pm
(86) dumb nuts says:

Companies get exactly what they dish out. If you want your workers to be extremely fast paced with 30 assignments per minute, then expect very high turnover rates. If you want to pay minimum wage that should be a lot higher paying job, then expect high turnover rates. If you don’t motivate and put good management in position, expect high turnover rates. The management in charge always abuses their power eventually. It’s only a matter of time. I’m not going to BS anybody here. It’s all about relationships in the work place. If you get along good with your workers and management even though you are a horrible worker, your job is still there. If you don’t get along very well with your co workers or might be too quiet, you have a better chance of being fired. It’s all about who you know and how you fit in. It also depends on your previous work experience. Some companies will hire workers who’s been fired from previous jobs so they can treat that new employee like crap and have a field day on them and then fire them for kicks and giggles even if the worker was doing his job above and beyond. I know some workers who were the best at their jobs but still fired just because management or a co worker didn’t personally like them for some reason. It’s retarded and the at-will employment just further corrupts the narcissistic people who have the power to do what they want.

April 26, 2013 at 8:36 am
(87) Carley says:

I was recently let go from my job and was simply told “we are ending your employment with this company”. Nothing specific, no reason was given, nothing said about performance – my last performance review with this person was excellent. After that review the relationship became strained and I was never given a reason, or even put on a “PIP”. I had tried for months to mend the disconnect but did not get any reciprocation at all. I set up weekly meetings, kept the manager apprised of all of my activities, asked constantly if there was anything missing, anything I wasn’t doing, anything I was doing wrong and the response was always the same – “everything is fine”. I tried to talk to this person in a business setting, going out to lunch on a more casual basis, I was so frustrated that at one point I made it clear that I was unhappy and didn’t know what to do and even asked if I should start to look for another job. Given the knowledge that this person did not like any sort of conflict and avoided it (which I had seen on many occasions), it became clear to me that there was no way the situation was going to change. The atmosphere became so toxic that it made me physically ill. Now that I am looking for another position, I am concerned about using this manager as a reference but may not have a choice. I know that a former employer cannot say anything negative about an employee but that can be circumvented if they are asked if they would re-hire that person – if that answer is no, then how does someone explain that to a potential employer?

April 26, 2013 at 5:10 pm
(88) Susan Heathfield says:


You don’t say what interfered with your relationship with your manager so it is difficult to assess what went wrong or how to avoid it in the future. But, you do need to know that your employer can say negative things about your performance if they are accurate and factual. Most employers don’t because they are concerned about law suits and how the listening employer might react to something said. I think you need to have a truthful story prepared for an interview situation in which you would explain the termination in a way that shed favorable light on you and did not put down your former employer. Here are some ideas: http://jobsearch.about.com/od/interviewquestionsanswers/a/interviewfired.htm
Also, employers don’t check references usually until after interviews. So, if you know that your former employer will say that they would not rehire you, you need to bring up the termination in the interview while you are wowing them with your skills and personality. If you let them find out later, they will have less trust for you.

May 1, 2013 at 3:09 pm
(89) Nina says:

“People don’t change that much. ”
That condition doesn’t always state true; therefore that should not be regarded as a fact. People that go from good to bad, people that have fallen, have the potential to change. That is if all problems derived from a broken spirit. People should not be judged because a person’s perception is limited. You don’t want to judge somebody and make them the person they are. You are the obstacle in their path. It is fine though if you rather not hire that person. You are the decision maker for the company and you are looking for the company’s best interest. It doesn’t matter whether you discern justly. On the other hand, do not make claims of theories being facts. By doing so you make yourself the object of illusion that deceives many of witnesses whom may not have the wisdom to know better. People may read your opinions as fact just because the position you hold. You had written it as if it were fact. If I didn’t know any better, I may have been made a fool by reading this society opinion based ‘fact’.

May 13, 2013 at 7:08 pm
(90) aaron says:

I was fired last year because I was being targeted. My company was going thru a re-org. They switched my GM. The new GM that came in was a very strict and on point GM which I liked. However, at every turn he was writing me up for not meeting his standards. I asked him for several meetings to discuss his expectations but he refused to speak with me about anything. Even though I was exceeding the company standards and maintaining a good quarterly Review with him. He eventually fired me for unacceptable performance even though on my review that he signed the day before, I was above meeting all expectations set by the company and I was ranked 2nd best PPM in the district. So I received a 1543 dollar raise the day before I was terminated? I called the HR department and they refused to give me a peer review. Just as a side note, when the GM first stated with my store he had a meeting with me and made a comment that I was the only person in the store that could get him fired. I didn’t think anything of it until I was fired. The GM used to be the district manager 10 years earlier when I first started with the company and he was demoted for trying to strangle an employee. I’m a little confused on how he kept his job in the first place? His employee turnover rate is over 85%. Shouldn’t this be an obvious sign of some one who doesn’t know how to manage people? (Have you considered hiring an attorney? Document everything.)

any insight is welcome bad good or indifferent.

June 24, 2013 at 9:43 am
(91) Sundas says:

After going through all the discussion, I want to ask about my firing. I was a fresh graduate and joined one year internship program in one of the govt organizations. It was all going well but meanwhile I continued to apply for jobs and got a call from one job and I joined that company. I was new to the company and it took time to understand company policies. They even didn’t give any work for two weeks. They give work for last two weeks. I completed that work in time but I didn’t get any appreciation at all on any of the tasks. Then they fired me after one month. It was very disappointing for me and now I am sitting home and searching for a job. All jobs require experience, I am not at all finding any internship even now it was very bad experience for me.

July 10, 2013 at 4:09 am
(92) peter says:

I was sacked from a company about 41/2 years ago. The HR isn’t there anymore but he’s at my current company as HR. No probs there but recently I was asked to do overtime at my ex-company so I did. If ever I left my current employer, would my old company hire me again? The reason I was sacked was for crossing a rework line for forgetting a part and the only way to put it on was to cross the rework line, what do you think? I’m over the whole thing and wouldn’t mind going back there because I liked working there.

October 16, 2013 at 9:58 am
(93) Lisa says:

Excuse me, but sometimes people are fired for the wrong reasons. You probably never been fired in your life so don’t judge other people. Lady, we’re only human. Things just happen. Sometimes it’s better if we just move on to better, bigger, better things and when one door closes another one opens up. Get over yourself. I’m just straight forward sometimes. Have a good day.

November 16, 2013 at 10:26 am
(94) DD says:


I joined in an organization and worked 6 years, then I left the oraganization for career growth. After 3 years i want to join in the same old company. So, how do they maintain my same old record? If I got rehired in the same old organization,

a) Will they activate my old record
b) They will create a new employee record and link to the old record

How they are going to do with ERP softwares?

November 17, 2013 at 5:06 pm
(95) Susan Heathfield says:


I can’t speak for your former employer because I don’t know what their practices are. I’d personally pull out the old personnel file and add to it.

December 6, 2013 at 4:45 am
(96) Ram says:

Generally I will not rehire. If at all you want to make exception then it can be in the case of wrong firing or that you are personally in the know that the person has really changed for the better.

January 13, 2014 at 11:18 am
(97) Sean says:

I worked for an employer for 8 months through a temp agency, received employee of the month the first month I worked for the employer, and nominated for employee of the month every month after Intel I was discharged. I was not given a reason for my discharge, I had gone home sick from throwing up on the job, went to work the following day Friday, finished the whole day. Then called my employment agency and they informed me that my employer offered me a 90 day probationary agreement, so I called my employer and tried speaking with him, he stated he was giving me a 90 day probationary period, then 30 minutes before work I received a call from my employment agency stating that rpl decided to just end my assignment. I called rpl today to see if I was put as a not rehire and they said yes. So how can I be offered a 90 day probationary period, then they recanted their offer for no reason. So how could I be a not rehire if I was employed through an employment agency?

February 19, 2014 at 2:24 pm
(98) cara says:

I was fired from a job which started with a photo. The photo was returned and did not have a job. Hard to believe, but true.

February 25, 2014 at 11:28 pm
(99) ian says:

It depends on the situation, but if that person was a thief and on drugs a big no. I rehired a woman who was the above and I could not prove it until I rehired her and she was caught out on camera.

Now my attitude is if I am ever in a position to hire people they will all be over 30. I do not care if they are 150 years of age I would rather experience an intelligence than the selfish, mindless, brainwashed youth that we have on this planet to day

March 13, 2014 at 10:59 am
(100) been there 2 says:

Hello, I have been fired twice. The managers that I worked for did everything to get me out of my job. They had no integrity towards customers and would tell me to lie to customers in order to get sales quickly rather than follow the correct procedures even if it meant the customers would suffer a loss or be at a disadvantage leading to what we call in the job – mis selling. I raised these concerns higher up the management chain, and because I could not prove it, it was ignored. So my managers kept doing it. Eventually I got so frustrated at my manager abusing his position and forcing me to do what he knew was not right. I was dismissed because he accused me of threatening him (he finally found away of getting me sacked). Looking back, I should have resigned and got out of such an immoral situation. I assumed that every company involved in selling did it with integrity, put the customers first, and treated customers how they would like to be treated. The fact that I had raised my concerns to management higher up, I expected them to have taken into consideration the issues that led up to the incidence and given me at least a written warning but they didn’t. They wholeheartedly supported my manager and fired me. Now I have two jobs that have fired me. No matter how you explain things in an interview or the fact that you write the reason for leaving your job was because you were dismissed you’re probably looked upon as a trouble maker or a whistleblower. and you’re passed over and ignored. Although companies may say they welcome whistleblowing on paper, in reality they don’t. They see you as a trouble maker and will find any excuse to get rid of you at the first opportunity. Someone who has been fired is not necessarily always a bad risk to employ especially when you do your credit checks, police checks, CRB checks AND FIND THAT THESE CHECKS ARE CLEAR. DON’T EVEN HAVE SPENT OR SUSPENDED CONVICTIONS PAST OR PRESENT. DISMISSED EMPLOYEES CAN BE WORTH TAKING ON,

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