Who is outplacement for?

Outplacement is intended for employees who lose their jobs and for employers who want to guide their employees to new work in a respectful way.

An outplacement process helps employees find suitable jobs more quickly after dismissal. For employers, it is a way to show good employment, to limit legal risks and to contribute to a smooth farewell.

For employees, outplacement mainly comes into play in the event of dismissal due to reorganization, business reasons or a settlement agreement. Even when relocation within the organization is not possible, or after a long illness, guidance towards other work may be necessary. In such a process, employees receive support in processing dismissal, preparing a strong resume and exploring the labor market. You can read more about the content in what an outplacement process exactly entails.

For employers, outplacement offers benefits such as preventing legal conflicts, limiting reputational damage and accelerating the outflow to other work. Especially in the event of reorganizations and collective dismissal, agencies such as the UWV expect employers to actively work for guidance. Offering outplacement then fits with good employment and helps employees find a new job more quickly.

The initiative for a process usually lies with the employer, because they bear the costs. However, the employee himself can also ask for guidance. This often happens via an available budget or by using the statutory transition payment to provide guidance to new work. Because this is fiscally advantageous, outplacement is increasingly being funded from this allowance.

Outplacement is therefore intended for both employees and employers. Employees receive support in their next career move and employers show that they treat staff carefully, even when they are fired. This makes it a win-win solution in many situations.

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