Choose the situation closest to yours
What does your HR team need to arrange?
Start with the situation rather than the package. We will help you identify the right level of support and explain the quickest way to put it in place.
One employee
Personal support for an employee affected by redundancy or a negotiated departure.
A senior or sensitive exit
Discreet, higher-touch support for a director, executive or long-serving employee.
A team restructure
Consistent support for several employees, with programme levels matched to different needs.
A clear outplacement route for HR
When redundancies or negotiated exits are being managed, HR teams need support that is straightforward to arrange and genuinely useful to the people leaving. The programme must suit the employee’s seniority, timescale and next-career objective—not simply provide access to a generic portal.
London Outplacement works with HR teams to provide personal, consultant-led career transition support. Employees receive practical help with career direction, CV and LinkedIn positioning, job-search strategy, recruiter engagement and interview preparation.
You tell us what is happening and who needs support. We help you identify the appropriate route, explain the programme clearly and begin quickly.
What your employees receive
Support is tailored to the individual, but every programme is designed to create direction, improve market positioning and help the employee compete effectively for their next opportunity.
Career direction
Clarify realistic next steps, target roles, priorities and the strongest career story after change.
CV and LinkedIn
Develop credible, modern career materials that communicate experience and value clearly.
Job-search strategy
Build a route to market using recruiters, direct approaches, applications and professional networks.
Interview preparation
Prepare evidence, examples and answers for competency, leadership and difficult transition questions.
Confidence and resilience
Help employees regain momentum and manage the practical and emotional impact of redundancy.
Direct consultant access
Provide personal guidance from an experienced career consultant throughout the programme.
How we work with HR teams
Share the situation
Tell us the number of employees, roles, seniority, timing and any sensitivities around the exits.
Choose the support
We help match each person or group to the most suitable programme or bespoke arrangement.
Introduce the programme
Employees receive a clear, respectful introduction and direct access to their career support.
Begin quickly
Consultants start the practical work promptly, while the employee most needs direction and momentum.
Meaningful support without unnecessary administration
Outplacement should reduce pressure on HR, not create more of it. We keep the arrangement clear, respond quickly and provide a direct route for employees to begin their support.
For sensitive or senior exits, support can be delivered discreetly and shaped around the individual’s career level. For groups, programme options can be matched to different roles and requirements while maintaining a consistent standard of support.
Employee conversations remain confidential. We can keep HR informed about programme commencement and agreed administrative matters without compromising the privacy of individual coaching discussions.
Why choose London Outplacement?
We provide personal career expertise rather than leaving employees to navigate a self-service portal. The focus is on practical progress, credible positioning and support that reflects the realities of the current job market.
Tell us what your HR team needs
Share the situation, number of employees and likely timescale. We will help you identify the most suitable support and explain how quickly it can begin.
Your enquiry will be treated confidentially. A member of our outplacement team will respond directly.
Outplacement for HR teams: frequently asked questions
Can outplacement be arranged for one employee?
Yes. Support can be arranged for one employee, a senior leader or a wider group. The programme can be matched to the person’s role, seniority and situation.
How quickly can support begin?
Support can usually begin quickly, often within 48 hours once the programme and employee introduction have been agreed.
Can different employees receive different levels of support?
Yes. HR teams can select different programme levels or agree a bespoke structure where roles, seniority and needs vary across the affected group.
Are employee coaching conversations confidential?
Yes. Individual coaching conversations are confidential. Administrative updates can be agreed with HR without sharing the private content of those sessions.
Can outplacement form part of a settlement agreement?
Yes. Outplacement is often employer-funded as part of a settlement agreement or negotiated exit. We can help HR identify an appropriate programme for the individual.
