why Randstad RiseSmart makes the difference.

legal peace of mind

We make your legal obligations clear and guide you through the entire outplacement process.

full support

From administration and planning to individual coaching: one partner coordinating the entire process.

sustainable redeployment

Our outplacement coaches start from talent, competencies and ambitions to guide employees purposefully towards a sustainable next step.

people first

Professional support that contributes to careful offboarding and a respectful way of saying goodbye.

outplacement in cijfers.

unsure whether outplacement is a legal obligation?

The rules around outplacement are not always straightforward. With the diagram below, you can see at a glance which legal obligations apply to your situation. 

  • Is an outplacement programme mandatory? If so, we ensure correct end-to-end implementation, so you can be sure everything is handled in accordance with the law.
  • Even if you are not legally required to offer outplacement, it can still be a valuable investment. We would be happy to look with you at which type of support best matches your organisation and your employees.
download the diagram

situations in which we make the difference.

  • Are you facing a dismissal or restructuring and looking for support to handle outplacement support professionally and with a people-centred approach?
  • Do you need a partner to coordinate the entire outplacement process and relieve your HR team from preparation through to follow-up?
  • Are you facing a large-scale restructuring and looking for the expertise and capacity to support several employees professionally?
  • Would you like to support an employee during departure, even when outplacement is not legally required?
  • Would you like to say goodbye in a way that protects your employer reputation and maintains your employees’ trust?
  • Would you like to work with an experienced partner that creates new opportunities for your people thanks to a strong network and broad partnerships?
  • Do you need specialised support in complex redundancy situations?

a different specific challenge?

we are happy to think along with you.

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request an outplacement.

feel free to contact us.

geslacht

requently asked questions about outplacement in case of dismissal.

  • what is outplacement?

    Outplacement is professional support that helps employees, through a people-centred approach, to reorient themselves on the labour market, with the aim of finding a new job as quickly and sustainably as possible or starting out as self-employed. An outplacement programme consists of personal coaching, career guidance and practical support, such as help with determining a new career direction, applying for jobs and strengthening skills.

  • is outplacement mandatory in case of dismissal?

    In Belgium, outplacement is not mandatory for every dismissal, but employers must offer it in certain situations. The obligation depends, among other things, on the duration of the notice period or severance pay, the employee’s age and seniority, and the circumstances of the dismissal. 

  • what does an outplacement programme cost?

    The cost of an outplacement programme depends on the programme chosen. In the case of legally required outplacement, specific legal provisions apply regarding the funding and value of the support. A specialised partner helps you put together the right programme according to the needs of your organisation and employees. The costs of the outplacement support are paid by the employer.

  • how does an outplacement programme work?

    An outplacement programme starts with psycho-emotional support and care for the employee who has been dismissed, followed by an analysis of the employee’s experience, talents and career ambitions. This is followed by personal support in determining a new direction, looking for opportunities on the labour market and preparing job applications.

  • what should I, as an employer, pay attention to in outplacement?

    As an employer, in certain circumstances you are legally required to offer outplacement to employees you are parting with. Therefore, choose a partner that fully relieves you on the legal and administrative side and offers tailored support, with individual coaching, attention to the emotional process and a strong network of employers. Specific expertise in outplacement across a range of sectors - such as Randstad RiseSmart’s partnerships with various sector funds - (for example outplacement in the metal sector) is an additional asset.

  • when must or can I offer outplacement as an employer in Belgium?

    You are legally required to offer outplacement for any individual redundancy that meets the 30-week rule or the 45+ criteria, and in the event of collective dismissal as part of a restructuring. In addition, you can also offer outplacement voluntarily as part of a settlement agreement or a departure package for employees who do not meet the legal criteria.

  • what is the role of an employment cell in a restructuring?

    An employment cell is set up in the event of a collective redundancy to intensively support laid off employees towards a new job. As an outplacement partner, Randstad RiseSmart takes care of the full set-up, management and implementation of the mandatory outplacement support within this cell, in close cooperation with the regional employment services (VDAB, Actiris, Forem) and the trade unions.

  • what if my company goes bankrupt in Flanders or has to close down?

    In the event of bankruptcy or closure in Flanders, affected workers and self-employed people can rely on a support programme via the VDAB Social Intervention Fund, of which Randstad RiseSmart is a partner.