On this page
Outplacement coaching is career support for someone who is leaving a job, usually through redundancy, to help them decide what to do next and find their next role. It normally sits inside a wider outplacement package that also covers CV and LinkedIn help, interview practice and job search tools. In most cases the employer arranges and pays for it.
This guide covers what the support includes, how outplacement, career transition support and career coaching relate to each other, who pays, and what to check before you agree to anything. It is written for HR (Human Resources) and People teams buying support for departing staff, and for senior people leaving a role who are weighing up their own options.
What outplacement coaching includes
Packages vary by provider and by seniority. These are the usual building blocks, and common practice is for a package to include some of them rather than all:
- One-to-one coaching: sessions with a named coach on direction, positioning and confidence.
- Group workshops: sessions for a cohort, most often used in larger redundancy programmes.
- CV and LinkedIn support: writing or reviewing a CV and improving a LinkedIn profile.
- Interview practice: preparation and rehearsal for job interviews.
- Psychometric assessment: assessments used to inform career direction or to describe strengths.
- Job search tools: a career portal, resources and vacancy listings.
- Senior-level extras: personal branding, support to explore board or portfolio work, longer access and, in some packages, introductions through the provider's network.
Outplacement, career transition and career coaching
The three terms overlap, and providers often use them interchangeably. Outplacement usually means support an employer buys for people leaving the organisation. Career transition support is the label some providers prefer for the same service, and some also use it for people who are changing role, retiring or moving to self-employment rather than leaving. Career coaching is the one-to-one element, and an individual can buy it directly with no employer involved.
Acas guidance on supporting employees facing redundancy lists counselling, extra meetings, help getting financial advice, clear plans for the future and time off to look for work. It does not mention outplacement. In our view that is one reason the contents of a package are set by whoever buys it and not by any common standard, so compare what is included and give less weight to the name on the brochure.
Who pays, and what you can ask for
Common practice is for the employer to fund outplacement as part of a redundancy or exit package. Support can come from other places too.
Where outplacement and career support can come from
| Source | Who it is for | What it covers |
|---|---|---|
| Employer-funded outplacement | People leaving an organisation that arranges support for them | Coaching, CV and LinkedIn help, interview practice and job search tools, in the scope the employer buys |
| Negotiated in a settlement agreement | People offered a settlement agreement as part of an exit | Whatever is agreed in writing. Take independent advice before signing |
| Self-funded career coaching | Anyone, with or without an employer package | One-to-one coaching bought directly from a coach, on terms you agree with them |
| Public services | People facing redundancy in England, Scotland or Wales | Help finding work and updating a CV, and in some cases training |
Source
Employer-funded outplacement
Who it is for
People leaving an organisation that arranges support for them
What it covers
Coaching, CV and LinkedIn help, interview practice and job search tools, in the scope the employer buys
Source
Negotiated in a settlement agreement
Who it is for
People offered a settlement agreement as part of an exit
What it covers
Whatever is agreed in writing. Take independent advice before signing
Source
Self-funded career coaching
Who it is for
Anyone, with or without an employer package
What it covers
One-to-one coaching bought directly from a coach, on terms you agree with them
Source
Public services
Who it is for
People facing redundancy in England, Scotland or Wales
What it covers
Help finding work and updating a CV, and in some cases training
Settlement agreements. Acas says a settlement agreement is legally binding, must be voluntary and requires the employee to take advice from an independent adviser. It gives a financial payment, an employment reference, an agreement not to bring an employment tribunal claim and a confidentiality clause as terms that can be negotiated. Outplacement is not on that list. In our view it is a reasonable thing to raise with your adviser, but there is no right to it.
Time off to look for work. Employees who have worked continuously for their employer for at least two years, counting the notice period, can take reasonable time off to look for work or arrange training. The request has to be made during the notice period. Employers can refuse only on reasonable grounds, and the employer has to pay no more than 40% of one week's pay for this time, however much time is taken, unless the contract says otherwise.
Public services. In England the Jobcentre Plus Rapid Response Service helps people facing redundancy to find work and to write or update a CV. Acas also points to PACE in Scotland and ReAct+ in Wales.
Directors and senior leaders
Support for senior people is generally more individualised than for a large cohort and often runs for longer, sometimes until a new role starts. It may cover positioning in the market, personal branding and exploring board or portfolio work. Our guide to choosing an outplacement provider sets out how packages change by seniority tier.
Some senior leaders compare an outplacement package with executive coaching bought directly. The differences are mainly who pays, how long access lasts and what else is bundled with the coaching. If you go the direct route, check each coach's accreditation in the professional body's own directory. Our guide to executive coach qualifications explains what the main credentials mean, and you can compare executive coaching providers side by side. If a portfolio career is on the table, see how to become a Non-Executive Director.
Choosing support when you are the one leaving
Picture a director in their early fifties who has been made redundant after twenty-five years in one organisation. They have not looked for a job in decades, they have a lot to take in, and firms selling career transition packages are likely to be in touch. It is a common situation, and one we kept in mind when we designed CompareHQ.
In our view the days straight after the news are a poor time to sign anything, and a good provider will not need you to. You are better placed once you know what your employer is funding, what your notice period and any settlement allow, and what you want from a coach. Before you agree to a package:
Before you agree to a package
Why we built anonymous quote requests
Asking for a quote from most firms means giving your name and contact details first. We built anonymous quote requests so that people, especially those who are leaving a job and under pressure, can compare options at their own pace without a call landing the same day.
You describe what you need once, including seniority, delivery format and budget. CompareHQ matches the brief to UK outplacement providers and shows you the matches, and you choose which of them receive it. Providers see your brief but not your name, email address or organisation, and they are asked to reply within three working days. You only speak to a provider if you decide to get in touch after reading its reply. Quote requests are free for buyers.
The same route suits HR teams. A brief sent through CompareHQ does not name your organisation, which helps while a restructure is still confidential. Request anonymous quotes for outplacement, or compare outplacement providers without contacting anyone.
What drives the price
CompareHQ does not publish a typical price for outplacement, because the range between packages is too wide for one figure to be useful. Price varies with these factors:
- Seniority: executive packages generally cost more than junior or graduate support.
- One-to-one hours: more individual coaching time raises the cost per person.
- Length of support: open-ended access costs more than a fixed, shorter period.
- Group or individual delivery: group workshops generally cost less per person.
- Volume: for a larger programme, the cost per person often falls as numbers rise.
- Extras: assessments, extended portal access and international delivery can add to the base price.
Questions to ask a provider
Questions to ask an outplacement provider
The buying guide has the fuller checklist for HR and procurement teams, including common buying mistakes.
FAQs
What is outplacement coaching?
Career coaching for someone who is leaving a job, most often through redundancy, to help them decide what to do next and find a new role. It is usually one part of a wider outplacement package that also includes CV and LinkedIn help, interview practice and job search tools.
Is outplacement the same as career transition support?
In practice many UK providers use the two terms for the same service, and some prefer career transition as the label. Career transition can also be used for people changing role or stage of career rather than leaving. Compare what a package contains and do not rely on the name.
Who pays for outplacement?
It is usually the employer, as part of a redundancy or exit package. Individuals can also buy career coaching themselves, and some people ask for support to be included when they negotiate a settlement agreement.
Do employers have to provide outplacement?
Acas guidance on supporting employees facing redundancy lists counselling, extra meetings, financial advice, clear plans for the future and time off to look for work. It does not mention outplacement. Eligible employees do have a right to reasonable time off during their notice period to look for work, with pay capped at 40% of a week's pay. Take advice on how this applies to your own contract.
Can I ask for outplacement when I am made redundant?
You can raise it. Acas says the terms of a settlement agreement are open to negotiation and gives a payment, a reference, an agreement not to bring a tribunal claim and a confidentiality clause as examples. It does not name outplacement, so ask your independent adviser how to approach it.
How long does outplacement support last?
It varies by provider and by seniority, from a fixed number of weeks or months to open-ended support at senior levels. Treat the length as a term to confirm in writing, not something to assume.
Is there free help if I am made redundant?
In England the Jobcentre Plus Rapid Response Service can help people facing redundancy find work and update a CV. Acas also points to PACE in Scotland and ReAct+ in Wales.
Can I compare outplacement providers without giving my details?
Yes. On CompareHQ you can browse and compare providers without contacting any of them, and you can send a brief for quotes anonymously. Providers see the brief but not your name, email address or organisation.
Sources
- Supporting your employees when managing a redundancy process, Acas
- Finding a job with a new employer, your rights during redundancy, Acas
- Settlement agreements, Acas
- Redundancy: your rights, GOV.UK
This guide is general information, not legal advice. It reflects the position when it was last reviewed. Take advice on how employment law applies to you or your organisation.