Is it worth returning to your previous job after being fired?

Return result for employee

There are different reasons for dismissal. For example, there are known cases of dismissal and hiring the next day in the same organization, when the manager, without thinking, signs an application, after which he regrets his decision. If we talk about the conscious departure of an employee for any personal reason, then the situation is different.

When an employee decides to return to his previous enterprise, not only positive, but also negative aspects await him. Strengths of this solution:

1. A person knows where he is going: the usual team, rules and foundations.
2. There is no need to build new relationships with the team and the manager.
3. The tasks and goals of the company are clearly understood.
4. The income level is predictable and known.

One of the significant disadvantages is that colleagues will change their attitude towards the “prodigal” employee. They may perceive dismissal as a betrayal. In addition, returning affects professional and personal development, as a person returns to his “comfort zone”.

Most likely, you will need to earn your trust again. Many employees dream of quitting, but no one admits it. The return of a previously resigned employee may be perceived by co-workers as a sign of weakness. I couldn’t find myself in something new - I asked to come back, and they accepted him.

No longer your bread

Another point to pay attention to is whether clients (if you have worked with them) will accept you and how they will react to your return. If you had a good relationship and high loyalty, then they will be happy to see you. But there is a situation when your clients have already been transferred to someone, it is incorrect to return them back - people are already tuned in to a different interaction. It happens that in such cases it is more difficult with clients than with colleagues. And their loyalty is much more important than the loyalty of their colleagues.

Bottom line: don’t steal bread from your colleagues. He is no longer yours, you yourself decided to abandon him.

Rules for a successful comeback

In order for the return to be most successful, it is worth working on yourself. Here are some recommendations:

1. You need to understand the main reason for leaving and be sure to talk with the employer. Expectations and prospects must be communicated.
2. Tell your colleagues about the real reason for leaving. Frankness and honesty are important here.
3. You need to understand that at first the team will be wary of such an employee.
4. It is worth realizing that it will no longer be the same as before. All contacts need to be established, just like the first time.
5. It is useful to use the experience gained at another place of work.

An employee must evaluate whether it is worth returning to his old job after dismissal if the reason for his departure remains. For example, if leaving was provoked by tense relationships in the team, and the staff has not changed at all after a while, then there is no point in returning to work.

Office prostitute

It is not your colleagues who pay you your salary, and they do not determine your career.

Don't be under the illusion that management will welcome you with open arms. Especially if your relationship was not very good. They will return you, but they will definitely mix you with shit. They will carry out a public execution, and then cut wages by about 20%. You'll be lucky if you get back to the same position.

Did you go to your competitors and take your established customer base with you? You didn’t like it on the other side of the barricades, do you dream of returning? Yes, you are a kamikaze! Not every boss is ready to forgive you for working on the side. Bosses can be different: soft, despotic, vindictive, principled. History shows that traitors are not liked. What if you find yourself sent? In general, once you have chosen a new course, stick to it. We are strong!

Bottom line: if your boss has a memory like a goldfish, 3 seconds, why not? The main thing is that you feel good.

Employer Perception

A manager who decides to hire a previously resigned employee must soberly assess the situation. It is recommended to consider the pros and cons of such a return . The advantages include the following:

1. The administration does not spend money on staff recruitment and adaptation. This is much cheaper than hiring a new employee.
2. It is possible to assign urgent tasks to an employee, since he already has some experience in this area.
3. The employee immediately starts work, he does not need to delve into it.

There are also significant disadvantages that cannot be ignored . For example:

1. As a rule, the best are not fired. If the dismissal is agreed upon, this may mean that the level of this employee is much lower than that of other candidates. By taking back the “old man,” the manager risks losing a “fresh head” from the outside.
2. Once again you have to put up with the habits of your former employee. Most often, it is friction with the team, dissatisfaction with the manager or working conditions that makes a person think about quitting.
3. The head of the enterprise cannot be sure that the employee will not leave him again. After all, it will be easier for him to decide to quit a second time.
4. It is possible that the team will not decide to hire a former employee, and this will affect the overall result of the work. In addition, the leader may lose his authority, and then no actions will help him.

Disadvantages of returning to your original place

• Many colleagues may change their attitude towards the returning specialist . Treat him negatively and accept his former departure as a betrayal of the interests of the organization as a whole.
• When a person returns to an organizational climate that is familiar to him, there is a possibility of losing the opportunity for personal development, professionally and individually.
• The employer cannot be sure that in the future the employee hired into the organization will not leave the company again.
• The manager can limit the newly hired employee in his competencies. Reduce his responsibilities and invest money in long-term projects. Reduce the participation of such an employee in long-term and complex projects.
• The returning employee may lose the trust of his colleagues . Many may perceive this return as weakness or lack of relevance. As a result, it takes a long time to clean up your damaged reputation.
• As a rule, many managers are very reluctant to part with excellent specialists. If such a decision was nevertheless made, then there are candidates who would be better able to cope with the position. By hiring an old employee, the employer denies itself many competencies that a new employee could bring from outside.
• When returning, you need to come to terms with many of the old habits of your colleagues and the dissatisfaction of your manager. Very often this is the main reason for looking for a new place.
• Possible negative perception from employees . Deterioration of all indicators of the organization as a whole. Such cases are possible when hiring employees for leadership positions. As a result, employees may search for new offers in other companies. People stop holding on to their jobs.

Actions of the manager before the reception

The manager is advised to carefully consider the decision to rehire a departing employee, as this could be fraught with trouble for his business. To prevent possible problems before taking, you should do the following:

1. Collect characteristics and recommendations from previous places of work: it is very important to know how the employee performed in other conditions and whether he gained useful experience. A situation is possible in which an employee, unable to cope with another job, returns to his old place to sit out until another option is found.
2. By any means you need to find out the true reason for the previous dismissal. It is best to talk about this at the stage of signing a letter of resignation of your own free will. In this case, it is necessary to compare the named reason with the capabilities of the enterprise. If an employee has nothing to offer, is it worth hiring him again?
3. It is imperative to prepare the team for the return of a former employee. It is necessary to honestly and frankly explain to people the reasons for making such a decision, justify the need for the employee and describe his future role and fate in the team.
4. It is advisable to reconsider the terms of the contract. You need to listen to the employee’s conditions and, after soberly assessing them, meet them halfway if possible. Perhaps, some time after dismissal, these requirements will not seem as stringent to the employer as before.
5. It is necessary to start a new employment relationship with a “clean slate”. Before hiring an employee, it is worth agreeing with him that his past merits, failures and relationships remain in the past and do not matter. If this is not done, most likely the result will be the same - his dismissal will follow.

It is possible to return to work after dismissal at your own request, but you must always understand the risks, as well as the pros and cons of such a decision. If a person is ready for the sidelong glances of the team, the possible distrust of the employer, then this will not be a problem for him.

You need to try your best to join the team again and become family to it. Many people succeed.

The employer, in turn, must consciously approach the hiring of a “prodigal” employee and weigh the pros and cons. In the employee’s personal file, if he quit and then returned, the true reason for leaving should be written, so that after a while the manager can navigate the situation.

How does reinstatement work?

If it is proven that the employee did not quit of his own free will, but the work book says that of his own free will, then reinstatement occurs as follows:

After canceling the order to dismiss an employee, it is necessary to inform about this, as well as the date from which he must begin work. He should be sent a notice (in any form), for example, with the following content: “We propose to begin performing your official duties from March 1, 2021.”

The notification must also ask the employee to submit a work book as soon as possible for making a correctional entry and subsequent storage in the organization. The notice should be sent by registered mail with a copy of the order canceling the dismissal order attached.

Recovery procedure

We must be patient, as returning is not a quick process.

Where to contact?

You can turn to several authorities for help, each with its own nuances of work.

Federal Labor Inspectorate

After submitting the appeal, inspectors will be sent to the company within 10 days to clarify the circumstances of the case. However, this investigation will not be complete. After the procedure, the employer will receive an order to eliminate the violations. However, the inspection can punish the company's managers. You can try to change this decision through the court within three months.

For your information

Contacting the inspectorate will not allow you to hope for compensation for lack of income and moral damage.

Prosecutor's office

They have the right to thoroughly check all aspects and access to all papers. In addition, the prosecutor's office can involve the judiciary if necessary. But due to the fact that this offense is administrative, there is a chance of delays and a purely formal investigation. In addition, a qualified lawyer from the audit. After an investigation, an order to return the person is issued.

Judicial authorities

Sending an application to the court requires careful preparation. But only he has the right to call witnesses and have access to all papers. The judicial authorities are able not only to reinstate the employee, but also to demand moral compensation or a change in the reason for dismissal. However, the court investigation is the longest and most painstaking.

What documents will be required?

It is necessary to collect all documents that confirm the plaintiff’s case. These include:

• sound recordings;
• video;
• witnesses;
• employment history;
• papers that show that the person worked: certificates, passes, invoices and other documents containing the employee’s full name and organization data.

All these papers must be accompanied by a statement indicating:

• in the header: name and address of the court, information about the plaintiff and defendant;
• further describes the employer’s offense, all words must be supported by documents;
• at the end - time and signature.

For your information

The application must be submitted before the expiration of 30 calendar days from the date of dismissal.

Outcome of the trial

The court ruling is mandatory for immediate execution, so if the trial has a positive outcome, you can go to work tomorrow. The person is given a writ of execution, which must be shown to his superiors. It must restore you immediately. If you refuse, you can contact the bailiffs in the area where the office of the offending company is located.

Compensation

When issuing a dismissal order, the company’s management prepares a full package of financial payments, including:

• wages (for all days, including the date of dismissal);
• compensation for saved vacation days;
• payments for certificates of incapacity for work;
• dismissal benefits;
• maternity payments (if the dismissal affected a woman who is on maternity leave for a child under 3 years old).

When reinstated in a previous position, the company also needs to be prepared for additional cash costs. These include legal costs, which must be compensated by the losing party. Also, the newly hired employee is paid a salary in the amount of the average daily income for the entire day that the person could be at work. And lastly, moral compensation, the amount of which is small and ranges between 2-3 times the average monthly income.