The purpose of this study was to examine former police employees’ attitudes towards coming back again to the Swedish Police and seek solutions for what can be done to enhance the chances of successful re-employments. To answer these issues, interviews were made with ten former police employees. Themes were extracted with a thematic analysis from the interview answers and four strategic documents in relation to a multisystemic perspective and intersectional theory framework. By the qualitative method, the observations and thematic analysis, results crystallized to an existing resistance towards coming back, due to lack of new individual challenges in the roles offered within the police, structural barriers for personal development, under-utilization of individual skills within the police work context, in addition to confirmation of former assumed experiences of insufficient salary development. Themes for development were: Efficiency, Coherence, Communication, Learning and Appreciation. These areas are examples of where the Swedish Police Authority can add value through development of the management of resources with implementation and future research. The study introduces a new concept named “boomerang police employee” from the existing “boomerang employee” obtained from research in human resources, specifically put in relation to the police work context to help make the police cultural attitudes more open and socially sustainable.