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Collective redundancy, individual redundancy, redundancy through restructuring… When an employee is made redundant a period of uncertainty always sets in. What now? Outplacement (the process by which an outplacement agency delivers career coaching) helps employees get their careers up and running again quickly.
Outplacement is a package of employer-provided services for the employee who has been made redundant or is facing the possibility of redundancy. On an outplacement pathway an external career advisor or job coach is brought in to help the employee process the redundancy psychologically, and intensive personal coaching is given to help him find a suitable and sustainable new job.
An outplacement agency:
In other words, the redundant employee is fully prepped for a successful change of career.
The General Outplacement Regulations state that employees who are entitled to 30 weeks’ notice or more are entitled to 60 hours of outplacement services (spread over no more than 12 months, and guaranteed for 3 months minimum*). Irrespective of age. The obligation to provide outplacement services does not apply in cases of instant dismissal.
The regulations draw a distinction between:
What if an employee is entitled to less than 30 weeks’ notice, but has at least one year's seniority? And what if he is at least 45 years old? In that case, the Special Outplacement Regulations apply (only in the private sector and not in the case of instant dismissal). In which case:
In the case of redundancy through restructuring it is a requirement that all employees be offered outplacement services, irrespective of age and seniority (with the exception of employees under fixed term contracts, for whom voluntary outplacement services are provided).
*If something goes wrong within 3, 6 or 9 months of starting a new job, the remainder of the outplacement pathway can be taken at no extra cost, provided the 1-year period after commencement is not exceeded.
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