What is outplacement support?
Back in 2018 a conversation amongst Consultants at Roots HR sparked a question – do people outside of the HR profession understand what we mean when we talk about outplacement support or services? A short Twitter poll later and the answer was a resounding No!
Outplacement is a support service typically offered by organisations to employees exiting the business, usually as a result of redundancy, organisational change, restructure or a settlement agreement. Outplacement services are often outsourced to organisations such as Roots HR with the focus on working with the employee to support their transition into a new role or career.
Outplacement support is typically paid for by the employer as a gesture of goodwill in circumstances that are usually difficult. However it can also be self-funded. It is delivered through face-to-face or remote (Teams / Zoom) coaching or workshops.
While outplacement support is often seen as a benefit for the employee, it also has many benefits for the employer. In this blog, we’ll explore the benefits of outplacement support and why it’s a valuable investment for any organisation.
How Does Outplacement Support Work?
Outplacement support can be tailored to each individual or group of employees. Services can
include:
- Career guidance and coaching
- Job search strategies
- Self-marketing
- CV review and rewriting
- Interview and selection techniques
The process will typically start with an initial scoping call with a Consultant to allow us to guide you
through the services and agree which would be appropriate to meet your needs. Once the services
are agreed the support can be delivered through face-to-face or remote (Teams / Zoom) coaching or
workshops.
How Much Do Outplacement Services Cost?
The cost of outplacement services will vary, depending upon the specific needs of the individual or
group. However, Roots HR have a range of standard packages which start from just £295 + VAT.
What are the benefits of outplacement support?
Outplacement services are evidenced to improve morale, motivation and productivity during times of change, helping line managers to lose or redeploy staff with a clearer conscience, making their jobs easier and less stressful, as reported in The Value of Outplacement survey (Reed Consulting, 2006). In this survey, 65% of employers agreed or strongly agreed that providing employment support for employees displaced through redundancy helped the organisation retain those employees required to stay.
According to a survey by the Institute of Leadership and Management, 90% of UK employers who had provided outplacement support to staff who had been made redundant reported that it had a positive impact on their organization’s reputation. These factors are never more relevant than during periods when the labour market remains buoyant, and demand for outplacement is not slowing down.
A 2026 LHH report found that 87% of HR leaders say their organisation has already conducted or is planning redundancies in the next 12 months, while separate Acas-commissioned research found a third of organisations expect to make redundancies between February 2026 and January 2027. With workforce change now a near-constant rather than an occasional event, the way employers handle it has a direct impact on trust, around 1 in 4 employees say they lose trust in leadership as a direct result of witnessing redundancies, underlining why visible, well-run support for departing staff matters as much as ever.
Our experience has shown that the offer of outplacement services can serve to minimise conflict and emotion at a difficult time because they convey and support the message that despite having to make some tough decisions, the employer wants to do the best it can for those affected.
The employment market continues to change at a phenomenal rate and the information and skills required for getting a job shift every year. This can be challenging for those who have been continually in work for several years and may not, for example, have ever applied for a job online or through an agency, or had to attend a group interview or to undergo online assessments. Also read our guide on how to choose the right consultant for your organisation.
How to Choose the Right Outplacement Support
When looking for outplacement support you want a provider who:
- Can tailor their services to meet your needs
- Offers services delivered by qualified HR professionals and qualified coaches
- Has significant understanding of the social sector
Roots HR, as social sector experts, offers a range of outplacement services that can be fully tailored
to your needs which is delivered through our expert Consultancy team.
How can Roots HR help?
If your organisation is considering a restructure or an employee exit, Roots HR can provide affordable options tailored to the social sector through our outplacement support. Our services cover a wide range of practical and emotional needs and are tailored to all levels from frontline to executive outplacement and director outplacement, and to a range of budgets. They can be provided on a one-to-one or group basis, or a combination of these and can include:
- initial assessment
- cv critique, re-writing and updating
- identifying sources of future employment, both internal and external
- personality profiles and feedback
- preparation and practice for interviews and assessments
- coaching support to help the employee through a period of change
- support for employees who wish to make other life changes such as setting up a business, relocating or retirement.
We can tailor the contents to suit your requirements and the needs of the employee(s).
Still unsure about Outplacement support?
We are happy to talk to you about the ways in which you could approach outplacement support and the benefits it could have on your employees and your organisation. Please do ring us on 01562 840060 or contact us to book a call with one of our consultants.
Contact us today for Outplacement support
We are always interested to hear your thoughts on our blog topics, so do let us know about your experiences with outplacement support or career coaching by using the comments section below.
FAQs
What is outplacement support?
Outplacement support is a separate benefit from redundancy pay. Redundancy pay is a statutory or contractual financial payment, whereas outplacement is a practical support service, coaching, CV help, interview preparation, and job search guidance, aimed at helping the employee find their next role. Employers can offer both together as part of an exit package.
Who pays for outplacement support?
Outplacement is typically paid for by the employer, usually as part of a redundancy, restructure, or settlement agreement package. It’s occasionally self-funded by the individual, though this is less common.
Is outplacement support a legal requirement?
No, outplacement is not a legal requirement in the UK. It’s offered voluntarily by employers as a gesture of goodwill and good practice during redundancy or restructuring, rather than something mandated by employment law.
How long does outplacement support last?
This varies by provider and package. Support can range from a few weeks of light-touch coaching to ongoing support lasting several months, depending on the employee’s seniority, needs, and the package agreed with the employer.
Does outplacement guarantee a new job?
No. Outplacement support is designed to improve an employee’s confidence, skills, and job search strategy, but it doesn’t guarantee employment. Providers focus on equipping people with the tools and support to find a new role more quickly and effectively, rather than placing them directly into jobs.
Is outplacement support only for senior employees?
No. Outplacement was historically associated with senior and executive roles, but it’s now commonly offered to employees at all levels, from frontline staff through to directors.
