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Outplacement
We guide dismissed employees on their way to a new job.
All the candidates are individually welcomed by our Managing Director who will appoint a specific coach according to the profile, expectations and needs of the candidate. The appointed coach will perform the accompaniement from A to Z.
In addition, the program offers a cycle of 24 workshops on specific items from soft skills to hard HR skills, where candidates get the opportunity to put the given theory into practice on the items in interactive sessions, where they meet other outplacement candidates in small teams of maximum 12 people..
Next to this, we organize ad hoc activities with HR people, head-hunters, and business people in a spirit of networking and sharing experiences.
As such, Pangloss’ Outplacement is not only a highly personalized program, it also deals with Outplacement from a wide-angle
How do we do this?
Individual sessions with certified coach - f2f and virtual.
A diverse range of workshops (up to 84 hours).
Access to our digital career platform WIKI PANGLOSS.
Access to specialized tools and labor market specialists.
Unlimited access to workplaces in our offices with a computer, phone, printer, scanner and more.
Outplacement: The advantages
for both employee and employer
Outplacement services can provide a range of benefits for employees, including access to career coaching, job search support, and networking opportunities. By helping employees to identify their strengths and career goals, outplacement can support them in finding a fulfilling new role more quickly.
Outplacement can also boost confidence and morale during a challenging time of job loss, helping employees to stay motivated and focused. Additionally, outplacement can help employees to improve their resume and interview skills, positioning them more strongly in the job market. Overall, outplacement can provide a valuable lifeline for employees navigating the challenges of job loss and career transition.
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"I cannot thank your outplacement service enough for the exceptional support and guidance they provided during a challenging time in my career. Thanks to their expertise, I am now in a fulfilling new position and on a path towards long-term success. "
Benoit
What's in the package?
The basis for the Outplacement program is always the individual coaching, performed by one coach who’s supporting the candidate from A to Z.
In addition, the program offers a cycle of 17 workshops on specific items, starting with change management and ending with contract negotiation, where candidates get the opportunity to meet each other in small teams of maximum 12 people.
Next to this, we organize ad hoc activities with HR people, head-hunters, and business peoples in a spirit of networking and sharing experiences.
The candidate also has acces to our digital platform called WikiPangloss. For more information about this platform click here.
As such, Pangloss’ Outplacement is not only a highly personalized program, it also deals with Outplacement from a wide-angle.
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when should you offer outplacement?
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You are legally obliged to offer outplacement to dismissed employees with a notice period of at least 30 weeks or a severance payment covering at least this period, and to employees who have at least 1 year of seniority and are older than 45 years.
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You can also offer voluntary outplacement to a dismissed employee.
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You are obliged to make an outplacement offer within 15 days of the dismissal.
What does the law requires and who pays?
Individual dismissal
A valid outplacement offer requires 60 hours spread over a maximum of 12 months.
Collective dismissal
Different rules apply to collective redundancies and the establishment of an employment cell:
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Dismissed employees under the age of 45 are entitled to 30 hours of supervision during 3 months.
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Dismissed employees over the age of 45 are entitled to 60 hours of supervision during 6 months.
Since 2019, outplacement in the event of medical force majeure (Jobs Deal Act) also applies:
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upon termination of an employment contract with an employee who is ill for a long period of time and who is unlikely to return to your company, whether or not supported by a medical certificate.
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in the event of termination of an employment contract with an employee who has resumed work after a long-term absence through a reintegration process, but for whom you determine that the resumption is not going as desired and you therefore terminate the employment contract due to medical force majeure.
The cost of the outplacement
>30 weeks
Depending on the number of weeks' notice period and the decision whether or not the employee must perform his notice, you as an employer can deduct 4 weeks' salary from the notice fee to pay for the outplacement. (with a min of €1800 and a max of €5500 (VATex)
45+ (and a min of 1 year seniority)
The outplacement is at the employers cost