When to offer outplacement

When an employee leaves or is fired, it is a drastic moment for both parties.
As an employer, you want such a process to be careful and humane.
Outplacement then offers a valuable solution — a way to guide employees to new work while maintaining motivation and dignity.

But when is it actually wise to offer outplacement?

What does outplacement mean?

Outplacement is a guidance program for employees who — voluntarily or involuntarily — leave their jobs.
A coach helps the employee process the dismissal, discover new opportunities and find suitable work outside the organization.

By offering an outplacement process:

• Show your good employment practices and say goodbye respectfully.
• Increase the chance of a smooth transition for the employee.
• Reduce your tensions within the team and strengthen your employer image.
• Can you often (partially) pay for the costs via the transition payment.

Also read: Is outplacement required by law?

When do you offer outplacement?

There are various situations where offering a outplacement process is a wise step.
It can involve both individual and collective processes.

Common reasons include:

• One revamping or merger where jobs are lost.
• Market developments that cause functions to disappear or change.
• An employment dispute where cooperation is no longer possible.
• An employee who is no longer functioning properly or who has grown into the position.
• An employee with no opportunities for growth within the organization.
• Long-term illness or relocation problems after reintegration or illness.

Outplacement is not mandatory in the Netherlands, but employers often opt for good employment.
It is also stimulated via the transition payment, which can (partly) be used to finance a process.

Benefits for employer and employee

Offering outplacement is a win-win.

For the employee:

• Personal guidance to new, appropriate work.
• A positive feeling about leaving.
• Greater chance of sustainable happiness at work.

For the employer:

• A respectful termination of employment.
• Less chance of legal conflict or resistance.
• Positive appearance towards other employees.
• A stronger employer image, even outwardly.

Also read: What are the disadvantages of outplacement?

Types of outplacement

Depending on the situation, outplacement can be designed in various ways:

1. Individual or voluntary outplacement
When the employee himself wishes to look further, for example due to changed ambitions or motivation.
In that case, it may help to look at career guidance or coaching.

2. Forced outplacement
In the event of reorganizations or reductions where functions disappear and relocation is not possible.
Sometimes it also concerns employees who declared redundant are.

3. Collective outplacement
In the event of a larger number of layoffs (for example, in the event of a reorganization with more than ten employees).
Employees are then supervised jointly, often with individual coaching sessions within the group program.

Also read: Outplacement if you do not return to your old position

Outplacement at Care4Careers

Bee Care4 Careers we guide employers who want their employees to outflow in a careful manner.
We completely take care of the guidance, so that you can focus on the organization.
Our coaches help employees discover their talents, process the dismissal and find new work that really suits them.

Whether it's one employee or a larger group:
with our personal, professional approach, we ensure that each process leads to a new perspective.

Do you want to know what outplacement costs or how long a process takes on average?
So read:

• What does an outplacement process cost?
• How long does an outplacement process take?

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