Dismissal or reorganisation is rarely a pleasant experience. Yet such a moment also offers opportunities: the chance to reflect on what you really want and to consciously take the next step in your career. Outplacement plays an important role in this. But when are you actually entitled to it, who pays for it and what exactly can you expect from it?
In this article, we answer the most frequently asked questions about employee outplacement. Whether you are in the middle of a dismissal procedure or just want to prepare for what is to come: here you will find clear and practical answers.
What is outplacement and what does a pathway entail?
Outplacement is a form of professional career guidance that helps you find a new, suitable job as quickly and purposefully as possible after a dismissal or the end of employment. The process focuses not only on job application techniques, but also on self-insight, personal development and setting a clear direction.
An outplacement process usually consists of several phases. First, the focus is on reflection: who are you, what can you do and what do you want? This is followed by orientation on the job market, preparing a strong CV and LinkedIn profile and practising job interviews. Finally, the programme focuses on the actual search for a new job and the guidance you receive in doing so. The duration and intensity of the programme vary per situation and per person.
Important to know: outplacement is always tailor-made. There is no standard programme that works the same for everyone. Guidance is tailored to your specific situation, ambitions and learning style.
As an employee, when are you entitled to outplacement?
As an employee, you have no legal right to outplacement in the Netherlands. There is no law that obliges employers to offer an outplacement programme. Nevertheless, outplacement is regularly offered in practice because it has advantages for both the employee and the employer.
In what situations can you expect outplacement?
- In the event of a reorganisation where your position will be abolished
- As part of a settlement agreement in case of dismissal by mutual consent
- When a collective agreement or employment conditions regulation prescribes outplacement
- If the employer voluntarily offers this as part of a social plan
It is wise to always ask if outplacement can be part of the agreements when you are fired. In many cases, an employer is willing to include this in the settlement agreement, especially if you actively ask for it. Be well informed about this before signing an agreement.
Who pays for the outplacement process upon dismissal?
In most cases, the outplacement process is paid for by the employer. This is especially true when outplacement is included in a settlement agreement, social plan or collective agreement. The costs are then reimbursed by the employer directly to the outplacement agency.
Sometimes outplacement is funded through an R&D fund (Training and Development Fund) set up within an industry. In other cases, the employee can contribute himself or herself, for instance if he or she wants additional guidance beyond the agreed package.
Are you paying for an outplacement programme yourself? Then the costs are in some cases deductible as training expenses in your tax return. Consult a tax advisor or the website of the Tax Office for this, as the rules on this may change.
What is the difference between outplacement and second track?
Outplacement and second track are both forms of career counselling, but they are used in very different situations. Outplacement is intended for employees who lose their jobs due to dismissal or reorganisation and are looking for a new position outside their current organisation. Second track is specifically for employees who cannot return to their own job or with their current employer due to illness or disability.
Second track is required by law if reintegration at one's own employer is not possible. The employer is then obliged to offer guidance aimed at finding work elsewhere. Outplacement does not have this legal obligation, but in practice it is much more often offered voluntarily.
Both pathways focus on finding a new, suitable work situation, but the starting point and legal context are substantially different. If in doubt about which pathway applies to your situation, it is wise to seek professional advice.
How to choose a good outplacement coach or agency?
You can recognise a good outplacement coach or reliable agency by its personal approach, proven experience and clear process. The choice is important: the quality of the guidance has a direct influence on how quickly and successfully you take a new step.
When choosing, pay attention to the following points:
- Customisation: Does the agency work with a standard package or does it tailor the guidance to your situation?
- Experience: Does the coach have proven experience in career counselling and knowledge of the labour market?
- Methodology: Does the agency use evidence-based methods to provide insight into talents and behavioural preferences?
- Personal click: Do you feel comfortable with the coach? Trust is essential for an effective journey.
- Location and accessibility: Can you easily go for face-to-face meetings, or is online counselling also offered?
Always ask for an introductory meeting before making your choice. A good agency offers this as standard, so you can determine whether the approach and the coach suit you.
How Nieuwkans helps with outplacement
At Nieuwkans, your next step is our focus. We believe that everyone is unique in their needs, ambitions and way of learning. That is why we offer outplacement for employees always be tailor-made, without standard packages. Together with an experienced career coach, you determine the direction and pace of the programme.
What you can expect from us:
- A personal introductory meeting to identify your situation, wishes and ambitions
- Deep self-insight through the science-based BrainsFirst methodology, revealing your natural talents and cognitive behavioural preferences
- Guidance on creating a strong CV, a powerful LinkedIn profile and a targeted job application strategy
- Preparing for job interviews and negotiations
- Personal attention from coaches with broad experience in career guidance
- Guidance from our Utrecht location, with a view to long-term sustainable employability
Our goal goes beyond finding a new job. We ensure that you continue to work with confidence and enjoyment in the long term, based on a clear picture of who you are and what you want. Want to know what we can do for you? Contact us for a no-obligation introductory meeting.