The use of outplacement in private sector companies worldwide is an established service having started in the United States over 30 years ago. The use of outplacement in the UK has been predominantly a feature of executive redundancy until recently when through a blend of technology and service, it has become more widely utilised.

Introduction

• Outplacement is an established HR practice for helping those who are about to be made redundant, those going through the process and beyond.
• It assists individuals to make sense of what is happening, take stock and, with appropriate coaching, enables them to positively plan the next steps in their career and life.

Managing Change

• Any significant change in an individual's work situation is often an unsettling experience. When the change is implemented without the individual's consent, it can create huge anxiety and uncertainty about their future working life and what will happen next.
• With the right outplacement support an organisation can make the changes as positive as possible, as well as providing reassurance to the staff affected that they are being treated fairly.
• Many employees will have experienced redundancy at least once in their career as traditional working lives altered - it has become an accepted fact that there is no longer a job for life.

Best Practice

• Organisations which provide outplacement to their employees show they are using the best HR practice and providing a duty of care.
• Providing outplacement as part of the redundancy process is proven to help an individual better absorb the impact of their situation and manage whatever transition they decide to embark upon.
• It is also highly beneficial to managers and those who are charged with making and implementing redundancy decisions.