Outplacement can be an unexpected turn in your career. Sometimes it feels like an opportunity, sometimes something you would have preferred to take care of yourself. But what if you don't want to accept the offer? Then what are the consequences, and do you actually have a choice? In this article, we answer the most frequently asked questions about turning down outplacement, so you can make an informed decision that suits you.
Whether you have doubts about the usefulness of a route, do not trust the agency or just want to know where you stand legally: here you will find clear answers to the questions that really matter.
What is outplacement and when are you entitled to it?
Outplacement is a counselling programme that helps you find a new job as quickly and effectively as possible after being made redundant. The path usually consists of career coaching, job interview training, network support and personal development. You are entitled to it when your employer offers it as part of a settlement agreement or social plan.
Outplacement is not a legal right for every employee in the Netherlands. It is almost always offered as part of a redundancy arrangement, for example in the case of a reorganisation or mutual agreement dismissal. Employers increasingly choose to offer outplacement, as it helps them say goodbye in a neat way while fulfilling their reintegration obligation.
The content and duration of an outplacement process vary widely. Some take a few months, others a year or more. What you are offered depends on your job level, the agreements in your collective labour agreement and what is stated in your settlement agreement. It is therefore always wise to read carefully what exactly has been agreed before making a decision.
Can you refuse outplacement as an employee?
Yes, you may refuse outplacement as an employee. There is no law that obliges you to follow an outplacement programme. Outplacement is an offer, not an obligation. Still, a refusal can have consequences, depending on how the offer is included in your severance scheme and whether you want to claim unemployment benefits.
It is important to distinguish between two situations. In the first situation, outplacement is included as a condition in your settlement agreement. In that case, you can technically refuse the route, but then you might also miss out on other agreements, such as a certain severance payment. In the second situation, outplacement is offered separately, without being linked to other agreements. Then refusing is legally easier.
Always read your settlement agreement carefully and get advice from a lawyer or union if necessary. That way, you will know exactly what the consequences of a refusal will be in your specific situation.
How does refusing outplacement affect your unemployment benefit?
If you refuse outplacement, this could affect your WW benefit. As a jobseeker, the UWV expects you to actively cooperate in finding a new job. An outplacement programme is seen as a form of reintegration, and refusing it without a valid reason can be considered as not fulfilling your job search obligation.
The UWV assesses on a case-by-case basis whether a refusal is justified. If you cannot give a plausible reason for refusing outplacement, the UWV may impose a measure on you. This means that your benefit will be temporarily reduced or you will have to repay part of your benefit.
Do you have a good reason for refusal, such as demonstrably poor quality of the agency offered or personal circumstances that make participation impossible? Then it is wise to document this well and communicate this to the UWV in good time. Transparency is crucial here.
How does refusing outplacement affect your dismissal procedure?
Refusing outplacement during an ongoing dismissal procedure can weaken your position. This is because judges and the UWV look at whether both parties acted reasonably. An employee who rejects an outplacement offer without good reason can be seen as not cooperating sufficiently in his own reintegration.
In practice, this mainly plays a role in dismissal proceedings through the subdistrict court or in disputes over the amount of severance pay. A judge may rule that by refusing outplacement, you are partly responsible for a longer period of unemployment. This may affect the amount of any compensation or transitional compensation.
Moreover, a refusal can put pressure on your relationship with your employer during the dismissal procedure. A constructive attitude, even if you disagree with the offered agency, usually works in your favour. You can always engage in discussions about an alternative agency or other terms, rather than refusing the offer completely.
When is it understandable to refuse outplacement?
There are situations in which it is understandable and even justified to refuse outplacement. Consider cases where the agency offered is demonstrably of poor quality, where the route does not match your career goals, or where you already have a concrete view of a new job and guidance is therefore no longer useful.
Other understandable reasons are:
- You have already found a new job or are about to sign a contract
- You want to start self-employment and the path offered focuses exclusively on salaried work
- The agency has a bad reputation or the approach does not suit your personal situation
- You have personal circumstances that make participation impossible at this time
In all these cases, it is wise not to simply refuse, but to have discussions with your employer about an alternative. For example, you can ask if you can choose an agency that suits you better yourself. This shows a proactive attitude and prevents a refusal from being used against you.
How do you choose an outplacement agency that really suits you?
A good outplacement agency matches who you are, what you want and what step you want to take in your career. When choosing an agency, pay attention to the personal attention you receive, the experience of the coaches, the methods used and whether the process is truly tailored to you as an individual.
Concrete points to look out for when choosing a desk:
- Will there be customisation or a standard programme?
- What background and experience do the coaches have?
- Are science-based methods used?
- Is there a focus on both your personal development and your practical job search?
- Does the first meeting feel familiar and open?
A good click with your coach is perhaps the most important thing. Outplacement is an intensive process in which you discuss personal issues and sometimes have to be vulnerable. This requires trust. Therefore, choose an agency where you feel comfortable and where the approach suits how you learn and grow.
How Nieuwkans helps you with outplacement
At Nieuwkans, we believe that outplacement is more than finding a new job. It is an opportunity to discover what you really want and who you really are. Our outplacement programme for employees is always fully customised, never a standard package. Together with an experienced career coach, you determine the direction and pace.
What to expect with us:
- Personal coaching by an experienced career coach from Utrecht
- A journey in five carefully designed phases, tailored to your needs
- Using the BrainsFirst methodology to identify your natural talents and behavioural preferences
- Attention to both practical application help and personal development
- Guidance aimed at long-term sustainable employability
Whether you are unsure about an offered course, are looking for an agency that really suits you or just want to know what your options are: we are happy to think along with you. Contact us and find out what Nieuwkans can do for you.