Reorganisation involves a lot of uncertainty. For employees who lose their jobs, it is important to quickly get clarity on the next step. Outplacement is a valuable tool in this respect: it offers professional guidance in the transition to a new working environment. In this article, we answer the most frequently asked questions about outplacement during a reorganisation, so you know exactly what to expect.
Whether you are facing reorganisation yourself or want to support employees as an employer, the information below will give you a clear and honest picture of how outplacement works, what it delivers and for whom it is intended.
What is outplacement and when is it used?
Outplacement is a form of professional career guidance offered by an employer to an employee leaving the organisation, with the aim of finding a new, suitable job as quickly and effectively as possible. It is used in the event of dismissal due to a reorganisation, a company closure, a job loss situation or an expiring contract.
The programme focuses not only on finding a new job, but also on increasing self-insight and strengthening career direction. Employees rediscover what drives them, what talents they have and how they can best use these in the labour market. Outplacement is usually offered as part of a social plan or settlement agreement, but can also be started on your own initiative.
How does an outplacement process proceed step by step?
An outplacement process proceeds in phases, with self-insight, orientation and active job search following one another. Guidance is always tailor-made: the pace and content are tailored to the employee's needs and ambitions.
A typical trajectory looks as follows:
- Intake and introduction: The employee gets to know the career coach and discusses the personal situation, wishes and expectations.
- Self-insight and talent research: Through interviews and evidence-based methods, talents, drives and behavioural preferences are identified.
- Career orientation: Together with the coach, concrete career directions are explored and choices are made about the desired next step.
- Labour market preparation: The CV is optimised, LinkedIn is updated and the employee learns how to present themselves strongly when applying for jobs.
- Active job search and guidance: The employee actively searches for a new position, with ongoing coaching and feedback during the application process.
Each of these phases can be shorter or longer, depending on the situation. Sometimes someone is ready for a new step quickly; sometimes more time is needed for reflection and reorientation. This is perfectly normal and is precisely what makes outplacement so effective.
Who is entitled to outplacement in a reorganisation?
In a reorganisation, not every employee is automatically entitled to outplacement, but employers are in many cases obliged or strongly motivated to offer it. Whether outplacement is part of the severance package depends on the collective agreement, social plan or individual agreements in the settlement agreement.
In practice, outplacement is most often offered to employees declared redundant as a result of a reorganisation. The higher the position or the longer the employment, the more often outplacement is included as a standard part of the severance package. Employees can also ask for outplacement themselves when negotiating their severance package. It is an investment that benefits both the employee and the employer.
What is the difference between outplacement and second track?
The main difference is the reason: outplacement focuses on employees leaving the organisation due to dismissal or reorganisation, while second track is used for employees who cannot return to their own job or with their own employer due to illness or disability.
Second track is a legal obligation from the Gatekeeper Improvement Act: employers are obliged to start a second track if reintegration within their own organisation is not possible. With outplacement, there is not always this legal obligation, but it is strongly recommended as part of being a good employer. Both processes aim to guide the employee to other work, but the context and legal background are substantially different.
How long does an outplacement process take on average?
The average duration of an outplacement process is between three and 12 months, depending on the personal situation, job level and availability on the labour market. There is no fixed duration: the process lasts as long as necessary to successfully guide the employee to a new, suitable position.
For higher positions or specialist roles, the trajectory may take longer, simply because the search for the right position requires more time. Conversely, for employees who already have a clear idea of their direction and are active in the labour market, the trajectory may be shorter. Some trajectories are concluded as soon as the employee has found a new job; others continue until the end of an agreed period. Flexibility is the key word here.
What does outplacement deliver for employee and employer?
For the employee, outplacement delivers more than just a new job: it increases self-confidence, strengthens self-insight and provides a clear career direction. For the employer, outplacement contributes to a careful and respectful farewell, strengthening the reputation as a good employer and reducing the likelihood of legal conflicts.
Employees who have followed outplacement often report that they not only found a new job faster, but also made a better match with their own talents and desires. They enter the job market with more confidence and know how they stand out from other candidates. For employers, it is a way of taking responsibility for those leaving the organisation, which also has a positive effect on the employees who stay.
How Nieuwkans helps with outplacement after reorganisation
At Nieuwkans, we offer outplacement counselling that is fully tailored to your personal situation. We believe that every person is unique and that a standard approach rarely yields the best results. Our guidance is always tailor-made, with an experienced career coach supporting you every step of the way.
What we offer within our outplacement programme for employees:
- Personal intake and one-to-one tailored coaching
- Understanding your natural talents through the science-based BrainsFirst methodology
- Concrete help with CV, LinkedIn and job interviews
- Career orientation aimed at sustainable employability
- Flexible pace: you and your coach determine the direction together
- Guidance from our location in Utrecht, with personal attention
Our mission is Living Your Own Future: we not only help you find a new job, but build a career that really suits you. Want to know what we can do for you? Feel free to contact us for an informal discussion.