Internal Job Change

An internal job change means an employee is assigned a different role within the same organization, often due to restructuring, organizational changes, or shifting business needs. The aim is to prevent dismissal and offer employees job security within the company. This article explains how internal job changes relate to outplacement, details the legal framework, and provides practical guidance on navigating such transitions.

What is an internal job change and when does it occur?

An internal job change happens when an existing position disappears or fundamentally changes, and the employee is offered a new set of tasks or a different role. This frequently occurs during reorganizations, digitization, mergers, or when business objectives shift. Employers use this process to retain talent and ensure workforce stability.

Internal job change is often proposed before dismissal or an outplacement trajectory is considered. It preserves organizational knowledge and limits unemployment within the company.

Example: An administrative assistant’s job is automated. The employer offers a new support role in the HR department, which requires upskilling and a different work approach.

The process demands clear communication about the effects on salary, employment conditions, and career prospects.

Difference between internal job change and outplacement

Internal job change is not the same as outplacement. With an internal transfer, the employee remains with the same employer but changes role or department. Outplacement involves support in finding work outside the organization.

Dutch law obligates employers to search for alternative positions internally before considering dismissal. Outplacement is relevant if internal redeployment is not possible. This is embedded in the Dutch Civil Code and good employer practices.

Sometimes employees are declared redundant yet still have internal options. Whether a position is suitable depends on qualifications, experience, and personal circumstances. See also declared redundant for more context.

If an employee refuses a reasonable internal offer, an outplacement process may follow, as explained in outplacement.

Legal framework: rights and obligations in internal job changes

Dutch employment law provides clear rules regarding internal job changes. Employers must demonstrate that redeployment is feasible within a reasonable timeframe, with adequate support such as training or coaching.

A position is considered ‘suitable’ if it matches the employee’s abilities, experience, and health. These criteria are defined in Dutch law and collective agreements. Employees are expected to cooperate with reasonable proposals for job changes unless an offer is demonstrably unfair.

Example: An employee with physical limitations cannot be transferred to a physically demanding job. The employer must consider alternatives.

Failure to offer a suitable position may impact the right to a transition payment and unemployment benefits. More details are available at transition payment.

The process of internal job change: steps and key focus areas

The process typically begins with an individual or group meeting, where organizational changes are explained. An assessment of available positions and employee preferences follows.

Key steps include:

• Informational meeting or individual conversation
• Competence and preference analysis
• Searching for ‘suitable’ positions within the organization
• Offering an internal job change with clear conditions
• Support through coaching, training, or onboarding
• Formal confirmation of job change and contract adjustment

If suitability is in doubt, legal or HR advice is recommended. This helps prevent misunderstandings or disputes.

See how does an outplacement process work for the next steps if internal redeployment is not successful.

Practical examples: opportunities and dilemmas in internal job change

For example: During a restructuring at a healthcare institution, several administrative roles are eliminated. Employees are offered the opportunity to apply for internal support roles or positions in HR or facility management. Some take this chance to develop new skills; others feel less engaged with the new direction.

Another case: In a manufacturing company automating production, production workers can retrain as operators or quality controllers. Those who successfully complete the process stay employed and build new competencies.

Dilemmas also arise. Some employees cannot see themselves in new roles, leading to dissatisfaction or even dismissal. In these cases, guidance and aftercare are essential. See outplacement coaching for support options.

The role of HR and UWV in internal job changes

The HR department is central in mapping out opportunities, conducting discussions, and monitoring the process. In the event of potential dismissal, the UWV (Employee Insurance Agency) checks whether the employer has made sufficient effort to redeploy employees. This is especially relevant for collective dismissals and reorganizations.

The UWV expects employers to take an active role in offering training and support for internal transfers. If the employer cannot prove this, a dismissal application may be denied.

Employees should seriously consider internal options, but they are not obliged to accept unreasonable offers. More background on HR and UWV’s role is provided at what is outplacement.

The impact of internal job change on employment conditions

An internal job change can affect salary, working hours, schedule, and secondary benefits. Usually, a separate agreement or addendum to the employment contract is made.

Key points to consider:

• Salary scale in the new position
• Changes in working hours or workplace
• Rights in case the new role is refused
• Possible probation or evaluation period

Ensure all arrangements are formalized in writing to avoid misunderstandings later. Information on final settlement is available at final settlement.

What if internal job change is not feasible or desirable?

Not every employee can or wants to accept an internal job change. In some cases, there is no suitable position, or the employee feels uncomfortable with the new role. This often leads to discussions about termination and the use of outplacement services.

It is advisable to explore alternatives early in the process. Outplacement then supports employees in finding new work externally. For more information, see outplacement when returning to your old job is not possible.

If employment is terminated, there may be a right to a transition payment and support such as an outplacement program. Practical tips on these conversations can be found at starting the outplacement conversation.

Summary: internal job change as a bridge between restructuring and outplacement

Internal job change is often a critical step before outplacement is considered. It offers employees opportunities for growth and development within the organization, but requires flexibility and good support. Employers must handle internal redeployment with care, clear communication, and attention to personal circumstances. If redeployment fails, outplacement is a valuable alternative to support employees in building a new future.