Outplacement during reorganization: this is how you help employees get started

Outplacement during reorganization offers guidance and perspective to dismissed employees — on the way to new, suitable work.

When a reorganization leads to layoffs, as an employer, you not only want to comply with your legal obligations, but also ensure humane and careful treatment. Outplacement offers a solution in this regard. You not only help employees say goodbye, but especially with looking ahead — towards a new, sustainable work environment.

What exactly is outplacement in the event of reorganization?

Outplacement is professional guidance for employees who — often involuntarily — lose their jobs. In the event of a reorganization, this can be used individually or in groups. Think of coaching, application training, strengthening self-insight and support in finding a new job. The guidance is tailored to the employee's situation and wishes.

When do you use outplacement in a reorganization?

You start an outplacement process as soon as it is clear that positions are disappearing and layoffs are inevitable. In the context of good employment, you choose to actively guide involved employees towards new work. This prevents long-term uncertainty, limits the impact on the remaining staff and shows social responsibility.

Outplacement is also legally and practically smart when it comes to reorganization: it helps to reach termination agreements more quickly and reduces the risk of long-term failure or conflicts.

Group outplacement in case of collective dismissal

In the case of collective layoffs — for example when closing a branch or dismantling a department — group outplacement is often the best approach. Employees are supervised jointly, with shared training, networking sessions and application activities, supplemented with individual coaching.

Benefits of group outplacement:

• Cost efficient and scalable
• Employees feel supported by colleagues in the same situation
• Clear structure within the reorganization process
• Greater chance of placement within the notice period

Nevertheless, customization remains essential. Not everyone has the same pace or needs. A good group program therefore also includes individual space for reflection, choices and guidance.

What does an outplacement process cost in the event of a reorganization?

The outplacement costs vary depending on duration, intensity and form (individual or group). At Care4Careers, processes start at €1,500, but on average, it ranges from €3,000 to €6,000 per employee.

In many cases, the costs are deductible as business expenses and can (partly) be deducted from the transition payment.

Do you want to invest less or is the dismissal situation still uncertain? Then you can also start with career guidance. This is more accessible and can later seamlessly switch to outplacement.

Tip: prevent outplacement problems during illness

Offering outplacement to an employee who has been reported ill is not legally allowed during the first two years of illness. Are you unsure whether someone might become ill for a long time as soon as you offer the treatment? Then start with career guidance. These conversations often show that the work no longer fits. The employee discovers for himself what does suit him or her — and if the situation changes later, you can still get a full-fledged outplacement process offer. In addition, you have already completed an important part of the guidance.

Who is outplacement for reorganization?

Outplacement is intended for employees whose positions disappear or who lose their place within the organization due to strategic choices. Outplacement is suitable for both highly and low-skilled employees, at every job level.

Some employees feel overwhelmed or are resistant. Good explanations, transparency and emphasizing the personal advantage often make the difference. And: an outplacement process is always voluntary — but in practice, the majority appears to be happy with the support.

How long does an outplacement process take in the event of a reorganization?

The duration of an outplacement process depends on the agreements, the employee's profile and the labor market. On average, the process takes between three and nine months. In groups, processes are often shorter and more intensive; individually, there is more room for customization and delays if necessary.

Summary

• Outplacement during reorganization offers professional guidance to new work.
• Can be deployed both individually and in groups in the event of (collective) dismissal.
• The costs are usually paid by the employer — sometimes from the transition payment.
• Career guidance is a good alternative in case of doubt or illness.
• Ensure timely deployment, good explanation and customization per employee.

Would you like to discuss how outplacement fits into your reorganization process? Our advisors are happy to think along — discreetly, professionally and with an eye for people and the organization.

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