What is outplacement/newplacement?
Support during separation processes
In times of economic uncertainty, restructuring, or mergers, many companies face the challenge of reducing their workforce. For the affected employees, this often presents a stressful situation in which they need support and guidance. This is where the concept of "outplacement" or "newplacement" comes into play.
Outplacement, also known as newplacement, is a service offered by companies to employees who lose their jobs due to redundancies or severance agreements. The goal of outplacement is to help affected employees with career reorientation and facilitate the transition to a new role. This service is often provided by specialized outplacement providers. Employers either work with a provider or, as part of the severance agreement, allocate a budget that the employee can use to choose a provider.
Benefits for employees
Emotional stabilization: Outplacement coaches help those affected to cope with the emotional burden of being laid off and to regain their self-confidence.
The right next step: A professional strengths analysis provides a sound basis for identifying the most suitable roles. With the help of labor market data and experienced coaches, those affected also gain new perspectives for a career change, such as a career change or self-employment.
Faster transition: Systematic support usually speeds up the path to a new job.
Advantages for companies
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Stärkung der Arbeitgebermarke: Unternehmen, die ihren Mitarbeitern Outplacement-Unterstptzung anbieten, zeigen soziale Verantwortung und bauen ein positives Arbeitgeberimage auf bzw. vermeiden Risiken für die Arbeitgebermarke im Rahmen einer Restrukturierung.
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Reduktion von Konflikten: Durch die professionelle Begleitung im Trennungsprozess können negative Emotionen reduziert und mögliche Rechtsstreitigkeiten vermieden werden.
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Erhaltung des Betriebsklimas: Wenn Mitarbeiter sehen, dass entlassene Kollegen gut betreut werden, bleibt die Motivation und Loyalität der verbleibenden Belegschaft meist höher, das Vertrauen ins Management wird gestärkt.
How does outplacement work?
At Restart Career, we support affected employees in four phases over a period of up to 12 months.
Farewell & Reflection
Abstand gewinnen, Erlebtes verarbeiten und bewusst zurückblicken. Welche Stärken haben Dich getragen? Was hat funktioniert – und was nicht? Du schaffst Klarheit über Deine Erfahrungen und legst die Basis für Deinen nächsten Schritt.
Zielfindung
Auf Basis Deiner Stärken und Deiner aktuellen Lebenssituation entwickelst Du ein klares Zukunftsbild. Welche Rolle passt zu Dir? Wie soll Dein Arbeitsumfeld aussehen? Du definierst, wohin Dein Weg gehen soll – realistisch und motivierend.
Chancen ergreifen
Du setzt Deine nächsten Schritte um – in Richtung Job oder Selbstständigkeit. Wir optimieren Dein Profil, aktivieren Dein Netzwerk und begleiten Dich durch den Bewerbungsprozess. So verpasst Du keine relevante Chance.
Restart
The new beginning is here – and the first few months are crucial. You'll find your footing in your new role, overcome challenges, and build confidence. This is how your fresh start will be sustainably successful.
What options are there?
The scope and cost of outplacement services depend on the type and duration of the program. Consultant-centric providers are generally more expensive than digital or hybrid offerings. An effective, modern program like Restart NOW, which can last up to 12 months, doesn't have to cost more than €4,000 plus VAT. Consultant-centric agencies often only offer 3-month programs for this price.
Typically, the employer covers the costs as part of the termination agreement or social plan. According to Section 3 No. 19 of the German Income Tax Act (EStG), outplacement services are tax-free and therefore do not have to be taxed as a benefit in kind.
Individuelle Karriereberater
Hier erarbeitet ein Berater in persönlichen oder virtuellen Einzelterminen die einzelnen Schritte mit dem Mitarbeiter. Vorteil ist die intensive persönliche Begleitung, allerdings führt die häufig zu hohen Kosten. Darüber hinaus ist die Qualität der individuellen Berater für Unternehmen und Kandidaten im Vorfeld häufig schwer einzuschätzen, und für einen einzelnen Berater ist es schwierig, alle Facetten der beruflichen Neuorientierung gleichermaßen kompetent abzudecken.
Outplacement Agenturen
Gerade in Restrukturierungen werden häufig größere Agenturen mit einem größeren Pool an Karriereberatern beauftragt. Vorteil ist hier der höhere Professionalisierungsgrad des Angebots, manchmal leidet durch die Skalierung allerdings die Qualität und Individualität der Begleitung.
Manche Anbieter sind gleichzeitig Personalberater oder verprechen, durch gezielte Kontakte zu Recruitern, Jobs zu vermitteln. Das mag im Einzelfall funktionieren, jedoch ist hier Vorsicht geboten. Einerseits werden die Versprechen häufig nicht eingehalten, andererseits führen die angewendeten Methoden mitunter dazu, dass Bewerbungen als Massenmail versendet werden und das Standing als Bewerber Schaden nehmen kann.
Newplacement platforms
Recently, new providers have entered the market, combining digital content and tools with personal support. This modern, data-driven approach offers great potential, as it is both more cost-effective and, through clever modularization, significantly more individualized and holistic. However, the quality of the career coaches remains crucial.
Transfer companies
In larger restructurings, a transfer company is sometimes offered. Here, the employment relationship of the dismissed employees is transferred to a company specifically established for this purpose, and they receive continued salary payments, subsidized by the employment agency, beyond the notice period. While the associated job security for employees is appreciated, this approach is usually not beneficial for a successful career restart. Incentives and support for actively reorienting one's career are generally insufficient.
These are the available providers: Here you will find a structured comparison.
When is outplacement a sensible option?
Outplacement is particularly suitable in situations where redundancies are unavoidable and the company wants to act in a socially responsible manner. It is often especially beneficial when long-serving and/or older employees are affected, as these employees benefit from more intensive support.
Especially in environments where entire job profiles are undergoing change or disappearing due to digitalization or technological transformation, it is unlikely that those affected will find subsequent employment in their previous job profile. Professional support is essential for the necessary reorientation, and this support cannot be guaranteed to the required extent by the employment agency.
Outplacement, or newplacement, offers numerous advantages for both companies and employees. Affected employees receive professional support in their reorientation, and the company demonstrates social responsibility, strengthens the work environment, and improves its employer image. Outplacement is therefore a win-win strategy that makes the separation process more humane and fairer.
This gives both sides the chance to emerge from separation processes sustainably stronger.
