Workers Report Rehire Hurdles and Erratic Scheduling at Dollar General

A discussion thread on the r/DollarGeneral forum beginning Dec. 26, 2025 and updated through Jan. 1, 2026 drew a string of firsthand reports from current and former employees about how the chain handles rehiring and day-to-day scheduling. Participants described a common requirement to submit a new application to return, but said rehiring decisions were often complicated by local flags and background-check questions that could block a return.

Workers who posted to the thread described variability in how stores scheduled hours. Several contributors reported accepting full-time roles only to see their weekly hours reduced drastically soon after hire, creating sudden income shortfalls. Others described unpredictable shifts and last-minute cuts that made planning difficult, particularly for employees dependent on stable hours. Comments also noted regional differences in pay, with some workers saying compensation did not match local living costs or scheduling expectations.

Thread participants highlighted understaffing as a persistent problem at the store level. Posters said understaffing led to heavier workloads for the employees on site, longer hours without consistent advance notice, and frequent calls for temporary staff to plug gaps. Follow-up comments through the end of the year included questions about how background checks affect rehiring eligibility and reports of local managers seeking temporary help for holiday coverage.

These reports reflect worker community sentiment rather than formal corporate policy, but they point to issues with real implications for employees and store operations. For workers, sudden cuts in hours and unclear rehiring paths can reduce earnings, complicate budgeting, and discourage returning to a job they once held. For stores, uneven rehiring practices and persistent understaffing can increase turnover, hurt employee morale, and strain the remaining staff who must cover more responsibilities.

Employees considering reapplying or returning may benefit from confirming local procedures directly with store management or corporate human resources, documenting prior employment dates and performance records, and asking about background-check timelines and scheduling expectations before accepting a position. Managers and HR leaders faced with these patterns may need clearer communication and more consistent rehiring processes to address staffing shortages and retain experienced workers.