Collective redundancy is a profound event, both for organisations and for the people it affects. As an employee, you are suddenly faced with big questions: what now, where do I start and how do I find my way in the labour market? Outplacement offers a concrete and personal route to a new future in such situations.
In this article, we answer the most frequently asked questions about outplacement in case of collective dismissal. From your rights as an employee to what you can expect from a good coach: you will read it here step by step.
What is outplacement in the case of collective redundancy?
Outplacement for collective redundancy is a counselling process that helps employees find a new job or career direction as quickly and specifically as possible after a forced departure. The programme combines personal coaching, career orientation and practical job search support, specifically aimed at the situation of people who lose their jobs due to a reorganisation or company closure.
Collective dismissals involve situations where an employer dismisses 20 or more employees within a three-month period. In such cases, employers are legally obliged to inform and consult the trade unions and the UWV. Outplacement is in many cases part of a social plan drawn up in consultation with trade unions or the works council. The aim is not only to compensate employees financially, but also to actively support them in their next step.
As an employee, are you entitled to outplacement in case of collective dismissal?
A legal right to outplacement does not automatically exist in the Netherlands, but in practice, it is almost always part of the social plan in case of collective dismissal. Employers are obliged to draw up a social plan in case of collective dismissal, and outplacement is almost routinely included in it as part of the severance pay or as an additional provision.
Whether you are entitled to outplacement therefore depends on the content of the social plan drawn up by your employer. Always check the agreements in this plan and, if necessary, consult your union or a legal advisor. In many cases, employees are also entitled to a transition allowance, which they can use themselves for career guidance if outplacement is not fully reimbursed by the employer.
How does an outplacement process proceed step by step?
An outplacement process usually runs in five phases: processing and orientation, self-insight and talent research, determining career direction, active search and application, and finally starting with a new employer. The exact content and pace differ from person to person, because a good process is always tailor-made.
Phase 1: Processing and orientation
In the first phase, the focus is on people. Saying goodbye to a job has a big impact and it is important to take space for this. Together with your coach, you discuss how you feel, what you need and what your wishes are for the period ahead.
Phase 2: Self-insight and talent search
In this phase, you map out who you are, what you can do and what you want. Science-based methods, such as the BrainsFirst methodology, help you discover your natural talents and cognitive behavioural preferences. This provides a solid foundation for the choices you make next.
Phases 3 to 5: Direction, search and landing
Once you know what you want, you actively start looking for suitable jobs. Your coach will help you prepare a strong CV, practice job interviews and make use of your network. The process only ends when you have successfully started in your new role.
What is the difference between outplacement and career coaching?
The main difference is the starting point: outplacement starts from an involuntary departure from an employer, while career coaching is also used by people who are looking for a new direction of their own accord. Outplacement therefore has a more specific scope and is often more intensely focused on finding a new job within a certain timeframe.
Career coaching is broader and focuses on personal growth, self-insight and career development without necessarily involving dismissal or an urgent job-seeking situation. In practice, the two overlap greatly: a good outplacement programme always includes elements of career coaching, such as exploring drives, talents and ambitions. So the difference is more in the reason than in the content of the coaching.
Who pays for the outplacement process in case of collective dismissal?
In the case of collective dismissal, the employer pays for the outplacement process, almost always as part of the social plan. The costs are therefore not recovered from the employee. In some cases, the transitional allowance is used to cover the costs of the route, but this must have been agreed in writing beforehand.
If outplacement is not included in the social plan, as an employee you can finance a career path yourself through the transition allowance, a personal development budget or a subsidy from the government. Some sectors also have sectoral funds that support career guidance. Ask your employer or trade union what options are available to you.
What can you expect from a good outplacement coach?
A good outplacement coach combines personal commitment with professional expertise. You can expect your coach to listen to your situation, help you find your own direction and provide practical support in your job search. The guidance is always tailored to your pace, needs and ambitions.
Specifically, you can expect the following from an experienced outplacement coach:
- Personal attention and a safe environment for reflection
- Help in identifying your talents, drives and competences
- Guidance on creating a strong CV and LinkedIn profile
- Practice and feedback on job interviews
- Support in activating and expanding your network
- Understanding the current job market and how to differentiate yourself
A good coach does not impose anything, but helps you take charge of your career yourself. That sense of your own power and direction is precisely what makes you sustainably employable in the long run.
How Nieuwkans helps with outplacement after collective redundancy
At Nieuwkans, we understand that collective redundancy has a big impact. We offer outplacement for employees that is fully customised, because we believe that every person is unique in their needs, ambitions and way of learning. Never a standard package, always personalised guidance.
What we do for you:
- A personal tailor-made programme in five carefully designed phases
- Science-based methods, including the BrainsFirst methodology, to clarify your talents and behavioural preferences
- Experienced career coaches to guide you on both content and pace
- Concrete support with CV, job application and networking
- Guidance from Utrecht, with an eye for who you are and what you want
- Focus on sustainable employability, not just the next job
Our mission is Living Your Own Future: you set the direction, we help you find it and walk it. Curious about what we can do for you? Contact us and we will discuss the possibilities together.