Dismissal for dysfunction is a profound experience for many employees. It raises questions about what comes next, what rights you have and how to take the next step in your career. Outplacement plays an important role in this, even in situations where the dismissal was not voluntary. In this article, we answer the most frequently asked questions about outplacement in case of dysfunction, so that you know exactly where you stand.
What is outplacement when dismissed for dysfunction?
Outplacement for dismissal due to dysfunction is counselling that helps an employee find a new, suitable job as quickly and effectively as possible after a forced departure. The process focuses on self-insight, career orientation and the active search for a new work environment, regardless of the reason for dismissal.
Dysfunction as a ground for dismissal means that an employer has determined that an employee is not performing his or her job properly and that improvements have failed to materialise despite counselling. This makes the dismissal more emotionally demanding than many a departure. Outplacement in such a situation offers not only practical help in finding work, but also space to process what has happened and redirect your career.
Is an employee entitled to outplacement in case of dysfunction?
A legal right to outplacement does not exist in the Netherlands. Nevertheless, outplacement is regularly offered in practice when dismissed for dysfunction, because it contributes to a careful handling of the dismissal. Sometimes it is stipulated in a collective agreement or company regulation, sometimes it is part of the dismissal negotiations.
Employers have a so-called redeployment obligation when dismissed for dysfunction. They must demonstrate that they have seriously considered whether the employee can be redeployed elsewhere within the organisation. If this is not possible, outplacement can be part of a social plan or settlement agreement. It therefore pays to explicitly ask about this during negotiations on your severance arrangement.
How does an outplacement process proceed step by step?
An outplacement process usually proceeds in five phases: intake and orientation, self-insight and talent search, career exploration, active job search and guidance on starting in a new position. The exact details vary from person to person and situation to situation.
The first phase is all about mapping out your starting position: who are you, what can you do and what do you want? This is a crucial moment to reflect on what really drives you, apart from the job you have just left. This is followed by an in-depth assessment that examines talents, behavioural preferences and ambitions, sometimes using science-based methods such as the BrainsFirst methodology.
In the following phases, you work on concrete career goals. You research the job market, practise applying for jobs, work on your online visibility and learn how to present yourself convincingly to potential employers. The counselling concludes when you have found a new position and started well in your new role.
What is the difference between outplacement and second track?
Outplacement focuses on guiding an employee to a new job outside the current organisation from a redundancy situation. Second track is a reintegration process specifically designed for employees who are unable to return to their own job due to illness or incapacity and where the guidance focuses on work with another employer.
The main distinction is in the reason. Outplacement involves a dismissal situation, such as reorganisation or dysfunction. In second track, the reason is health-related and there are legal obligations under the Gatekeeper's Act. Both processes share the goal of guiding someone to new work, but the legal context and the role of the employer differ substantially.
In practice, there can be overlap, for instance when someone is also dealing with functioning problems after long-term absenteeism. In such cases, it is important to clearly understand which pathway applies so that the right guidance and funding are put in place.
Who pays for the outplacement process in case of dysfunction?
The employer pays for the outplacement process when dismissed for dysfunction. This is common and, in practice, is often stipulated in the settlement agreement or social plan. In most cases, the employee does not bear any costs himself.
Although there is no legal obligation to offer outplacement, many employers choose to do so anyway. It shows that they are handling an employee's departure carefully, which also helps their reputation as an employer. For employees, it is wise to explicitly ask if outplacement is part of the package when negotiating the severance agreement. In many cases, there is more room for this than employees expect.
How does outplacement help regain self-confidence?
Outplacement helps regain self-confidence by letting you (re)discover what you can do, what you want and what makes you unique as a professional. By working on self-insight and concrete career goals, the focus shifts from what went wrong to what is possible.
Dismissal for dysfunction can put a big dent in your self-esteem. Doubts about your own abilities are then quite understandable. Good outplacement guidance offers space to acknowledge these feelings, but also helps you to look further. By clarifying your talents and behavioural preferences, you rediscover what drives you and what you are naturally strong in.
This rediscovery of your own strengths is not an afterthought, but rather the core of a good outplacement programme. When you know who you are and what you have to offer, you start applying for jobs, networking and taking up new opportunities with more confidence. Thus, a difficult period becomes the starting point of a new, appropriate career step.
How Nieuwkans helps with outplacement after dysfunction
At Nieuwkans, we understand that outplacement after dismissal for dysfunction requires more than just practical guidance. It's about people, about self-confidence and about finding a direction that really suits you. That is why we always offer tailor-made solutions, never a standard route.
What we do for you:
- Personal coaching by an experienced career coach, tailored to your pace and needs
- Self-insight and talent assessment using scientifically based methods, including the BrainsFirst methodology
- Concrete career orientation and support for active job search
- Guidance on applying, presenting and networking in today's job market
- Attention to sustainable employability so that you continue to function with confidence in the long term
Want to know what a outplacement programme for employees at Nieuwkans can do for you? If so, please feel free to contact us and we will be happy to tell you more about the possibilities.