Table of Contents
If you’re hoping to get rehired at Walmart after being let go, you might have encountered the term “loophole” in various online forums or discussions.
Many people search for easy shortcuts to bypass the company’s rehire policies, but the reality is a bit more complex.
In this guide, we’ll demystify Walmart’s rehire policies, explain how different termination reasons impact eligibility, and share strategic approaches to help you get back into employment.
Understanding the “Loophole” Myth: Navigating Walmart’s Rehire Realities
User Intent vs. Policy Nuance
When people search for the “Walmart rehire loophole,” they are typically looking for a quick or unconventional way to bypass the company’s policies.
The truth is that there are no illicit shortcuts, but rather strategic ways to navigate the internal policies.
Understanding Walmart’s rehire eligibility involves knowing the different termination reasons, waiting periods, and the crucial role of store management discretion.
The term “loophole” often refers to perceived gaps or inconsistencies in the policy system. However, the key to reemployment lies in navigating these policies effectively rather than trying to find a hidden trick.
Walmart’s rehire policies, though detailed, can feel opaque because they often depend on internal coding and the discretion of store management.
Why Official Policies Are Hard to Find?
One of the challenges in navigating Walmart’s rehire process is the lack of transparent, universally accessible documentation.
While Walmart has formal policies, the application of these policies can vary by store and situation.
For instance, an employee may be eligible for rehire in one store, while another location may choose not to rehire based on their internal needs or a specific store manager’s discretion.
Decoding Walmart’s Rehire Policy: Termination Reasons & Their Impact
Gross Misconduct: The Permanent “No Rehire”
Certain types of terminations, such as gross misconduct, result in permanent ineligibility for rehire.
These infractions include theft, fighting, serious policy violations (like HIPAA violations), and substance abuse violations.
Once an employee is flagged for gross misconduct, the termination is generally coded in such a way that it permanently disqualifies them from rehire.
Read also: Does Walgreens Sell Stamps
Attendance Points & Job Abandonment: Paths to Rehire
Not all terminations are permanent. For example, if an employee is terminated due to attendance points, there may be a six-month waiting period before reemployment becomes possible.
The eligibility for rehire is closely tied to the expiration of attendance points, which usually fall off after 183 days.
If you were fired for attendance issues, your rehire eligibility will depend on how quickly your points naturally expire, allowing you to apply again.
Job abandonment is another rehireable offense, though it often comes with a six-month waiting period. This period varies depending on how the termination is coded and the discretion of the store manager.
While some locations may have more flexibility, others might hold stricter views on abandonment.
Quitting vs. Firing: Understanding Different Waiting Periods
The type of termination also determines the waiting period for rehire. For voluntary resignations (with proper notice), the rehire eligibility can be almost immediate, often processed in just a few days.
However, if you quit without notice (a “walkout”), you may face a six-month waiting period similar to job abandonment.
The distinction between quitting and being fired is crucial, as it directly affects the waiting period for rehire and your eligibility status.
Voluntary resignations with proper notice usually don’t carry the same waiting period penalties as those terminated involuntarily, especially for reasons related to misconduct or attendance.
The Role of Internal “Coding”: How Your Termination Is Officially Recorded
Walmart’s internal coding system plays a critical role in determining rehire eligibility.
For instance, a termination due to attendance points may be coded in a way that allows you to be eligible for rehire once the points fall off.
However, if your termination was due to a severe infraction, such as theft or gross misconduct, the coding will flag you as ineligible for rehire, which is typically non-negotiable.
Understanding how your termination is coded is essential. This internal coding is often a “black box” for external applicants, meaning that your personal understanding of why you left may not align with how the company officially records your separation.
Navigating Waiting Periods for Re-employment
Common Timelines: 30 Days, 6 Months, 2+ Years
Walmart’s waiting periods for rehire vary depending on the reason for separation. For attendance-related terminations, a typical waiting period is six months.
However, for more severe violations, such as policy breaches or gross misconduct, the waiting period can extend anywhere from two to five years.
In some cases, individuals who voluntarily resign with proper notice might be eligible for rehire almost immediately.
Other scenarios, like a temporary assignment ending, can result in immediate rehire eligibility, often without the need for any waiting period.
When Points Fall Off: A Key Eligibility Factor
For terminations related to attendance points, eligibility often depends on when the points expire. These points usually remain on the record for about 183 days.
Once the points fall off, individuals are typically eligible for rehire, assuming there are no other disqualifying factors.
This creates a predictable pathway for those fired due to attendance issues, even though the process can feel slow.
Contradictory Information & What It Means for You
There is some contradictory information available regarding waiting periods. Some accounts mention a 60-day rehire eligibility period, while others cite the more common six-month duration.
This discrepancy likely stems from differences in regional policies, managerial discretion, or updates in company guidelines.
Therefore, it’s important to consider these variations while pursuing reemployment, as policies can change.
| Termination Reason | Common Waiting Period | Rehire Eligibility | Key Factors/Notes |
| Gross Misconduct (Theft, Fighting, HIPAA, Drug/Alcohol Violation) | Permanent | No | Requires internal investigation report; generally non-negotiable. |
| Attendance Points | 6 Months | Conditional | Eligibility linked to points falling off (typically 183 days); highly dependent on store manager discretion. |
| Job Abandonment | 6 Months (often) | Yes | Specific coding matters; store manager discretion plays a role. |
| Voluntary Resignation (with 2 Weeks’ Notice) | Immediate (or 3-4 days for system processing) | Yes | Depends on how quickly the store codes the separation; generally favorable for rehire. |
| Voluntary Resignation (without Notice / “Walkout”) | 6 Months (often) | Conditional | Can be seen as job abandonment; may be flagged for “no rehire” by specific managers. |
| End of Temporary Assignment | Immediate | Yes | Generally eligible for immediate rehire. |
| Policy Violation (Minor) | 30 Days – 6 Months | Conditional | Varies greatly by specific policy and manager discretion. |
| Policy Violation (Major) | 2 Years – 5 Years | Conditional | More severe violations may lead to longer waiting periods or permanent ineligibility. |
| “Do Not Rehire” Flag (General) | Variable / Negotiable | Conditional | Often due to disciplinary issues, unreturned property, or lack of notice. Can be addressed by contacting HR and explaining circumstances. |
The Power of Discretion: Store Management’s Role in Rehire Decisions
Why Your Store Manager Matters
One of the biggest factors in whether you can be rehired is the discretion of the store manager. Even if you meet all the technical eligibility criteria, the decision often lies in the hands of the store management.
Some managers may be more willing to rehire former employees, while others might be stricter, especially in cases of prior disciplinary actions.
Leveraging Personal Connections: The Value of Internal Referrals
Networking plays a crucial role in getting rehired. If you know someone at Walmart, particularly someone who works in a managerial capacity, they may be able to vouch for your work ethic or help you bypass a negative rehire decision.
Personal referrals and networking within the company can improve your chances significantly, especially when dealing with store-specific biases or policies.
The Strategy of Applying to Different Locations
If one location refuses to rehire you, applying to a different Walmart store may be a good strategy.
Each store has some level of autonomy in hiring decisions, and a manager at a different location might be more inclined to give you a second chance. By applying to multiple stores, you increase your chances of getting rehired.
Overcoming the “Do Not Rehire” Status: Strategies for a Second Chance
Understanding the “DNR” Flag
The “Do Not Rehire” (DNR) status is a significant barrier to reemployment. It typically results from severe infractions like theft or other policy violations. However, there are ways to address this.
Directly contacting Walmart’s HR department is one option to clarify why you’re on the DNR list and discuss possible removal if the flag was applied unfairly.
Direct Communication with HR: Your Best Bet for Clarification
If you believe you were unfairly flagged or the circumstances surrounding your termination have changed, reaching out to Walmart’s HR department is crucial.
Speak with an HR manager directly to inquire about your rehire status and clarify any misunderstandings.
Being proactive and showing accountability can go a long way in reversing a negative rehire decision.
Crafting Your Explanation: Honesty, Accountability, and a Positive Outlook
When engaging with HR or a store manager, be honest about the circumstances that led to your termination. Acknowledge any mistakes, take responsibility, and emphasize your growth since then.
Demonstrating a positive attitude and accountability can increase the likelihood of being considered for rehire.
When to Reapply: Time as a Healer for Past Issues
Sometimes, time can help heal old wounds. If you were flagged as “Do Not Rehire,” consider waiting a few years before reapplying, especially if the management at your old store has changed.
With new management, there might be a fresh opportunity for you to prove yourself and overcome past issues.
People also ask
Can I be rehired if I walked out without notice?
While a “walkout” can be considered job abandonment, which typically leads to a six-month waiting period, some managers may flag you as “Do Not Rehire.” This can vary by store.
How long does it take for attendance points to fall off my record?
Attendance points usually fall off after 183 days (about six months), which is often when you become eligible to reapply if you were terminated for attendance reasons.
Is there a formal “blacklist” at Walmart?
There isn’t a universal “blacklist,” but employees can be flagged as “Do Not Rehire” based on severe infractions. This status is not always permanent and can sometimes be resolved by contacting HR.
Can applying to a different Walmart store help me get rehired?
Yes, applying to a different store can help, as rehire decisions often depend on the individual store manager’s discretion. If one location rejects you, another may offer a second chance.
Fianl Words
Regaining employment at Walmart is possible, but it requires a strategic approach.
There are no “loopholes” in the traditional sense, but by understanding the rehire policies, waiting periods, and the importance of store management discretion, you can increase your chances of getting rehired.
Be proactive, maintain a positive outlook, and consider reapplying at different locations or after some time has passed. With the right approach, you can successfully navigate the rehire process and land your job back at Walmart.