Supporting employees following redundancy (4): Alternatives to outplacement support
Author: Dr Amelia Wise
Contributing author: Caroline Green
In our series of four guides on supporting employees following redundancy, we discuss providing assistance to employees who have been given notice of dismissal by reason of redundancy, including to whom assistance should be given, how it should be given and what kind of assistance is appropriate.
In this guide, we explore alternative sources of assistance where outplacement is not affordable as well as additional assistance that an employer may be able to offer exiting employees. This is the final guide in our series on supporting employees following redundancy:
- In Supporting employees following redundancy (1): Why assist exiting employees?, we look at the importance of providing assistance to exiting employees.
- In Supporting employees following redundancy (2): Defining the scope of assistance, we look at the scope of assistance that you can offer exiting employees and the type of support that is of most value to the exiting employees.
- In Supporting employees following redundancy (3): Selecting an outplacement provider, we look at the factors to consider when selecting an outplacement provider.
- Where an employer cannot afford to contract out outplacement assistance, it can still help exiting employees with free or less costly assistance, including by providing details about sources of information or advice services. (See Alternative sources of assistance where outplacement is not affordable)
- Some employees suffer hardship following redundancy that is beyond the norm, and employers should be alert to these difficulties and offer help where needed. (See Additional assistance for exiting employees)
- Employers should consider extending the statutory time-off provision to all employees who have been given notice of dismissal by reason of redundancy, regardless of their length of service. (See Time off during the notice period).
- After the termination of an employee's contract of employment, the employer can still provide assistance that will be of benefit to them. (See Good practice following the date of termination).