The general scheme of outplacement?

The employee was fired after Jan. 1, 2014, for a non-urgent reason or the employee is entitled to at least 30 weeks of severance or a corresponding severance payment.

Even in the event of a restructuring?

In the event of a restructuring, an ‘employment unit’ (TWC) must be set up to make an outplacement offer to any employee dismissed as part of the restructuring.

Offering executive outplacement and coaching as an employer

What is Outplacement?

Executive outplacement consists of accompanying services and advice which your dismissed executive can call upon. The outplacement program is designed to enable your executive to find a challenge with a new employer, to develop a self-employed activity or to start a training program within the shortest possible period of time.

Thanks to our executive outplacement services, organizations can offer their resigning senior managers excellent support in first defining and then achieving (new) personal career goals. With the help of our decentralized executive consultants, our customers discover how to identify the right opportunities faster, resulting in superior results. We understand the challenges an organization and the resigning executive face during a transition. Based on our expertise we provide guidance to both, resulting in a positive outcome for both. Not a standard number of hours of coaching, but a palette of choices that we determine together in order to achieve the best result for you.

Our executive outplacement programs include a highly personalized service to senior business leaders. It is not up to us to determine or suggest what an individual client should do, but to facilitate a process in which he/she feels supported to make a career decision based on a more complete picture of his/her qualities and his/her personal professional market value..

All our services are designed to meet the unique professional requirements of senior executives. Every customer, every situation is different, and so is every outplacement process at Panta Rhei. Concurrently, the quality of our services and the dedication of our coaches is always guaranteed.

In addition, each client can contact several coaches and experts. Different areas of expertise, insights and personalities complement each other and provide an extensive network that we make available.

Why Panta Rhei makes a difference

Neutral
We are not just an outplacement office, we are a neutral office that is not part of a temping - or recruitment and selection office. So we have only one concern: to guide your executive as quickly, as well and as personally as possible to a new professional challenge with a positive mindset.
So much more than traditional coaching
We also assist you as an employer in the negotiations of the outplacement package. In doing so, we look beyond the 30 or 60 hours of coaching laid down by law. With us, your (former) employee can count on a team of top coaches to get ready for the next challenge.

The traditional and legal guidance is complemented by a qualitative and specialized offer. For example, your (former) employee can be inspired by training for executives, enjoy financial or tax guidance, discover personal branding & styling, develop further thanks to leaderschip coaching, learn more about impactful communication in a communication training or hire a personal trainer who brings body and mind back into balance.

Outplacement and the law

The legislation provides four different types of outplacement

The statutory framework
Conditions:
- The employee got dismissed for non-compelling reasons after January 1 2014
- The employee is entitled to a notice period of min 30 weeks or a corresponding severance payment
Obligations:
- It is an obligation to provide 60 hours of outplacement worth 1/12th of an annual salary. For part-time employees, you apply the employment break. The severance pay is shortened by four weeks' wages.
Specific arrangement for employees of 45 years of age or above (specific framework CAO 82 bis)
Conditions:
- Employer in the private sector
- The employee is older than 45 at the time of dismissal and, at that time, has been employed continuously for at least one year
- The employee was not dismissed for a compelling reason and is entitled to a notice period of less than 30 weeks or a corresponding severance pay.
Obligations:
- It is an obligation to provide 60 hours of outplacement worth 1/12th of an annual salary. For part-time employees, you apply the employment break. The severance pay is shortened by four weeks' wages.
The specific arrangement within the framework of an activation policy in the event of restructuring
Conditions:
- The outplacement program needs to be offered within the framework of a re-organisation
Obligations:
- In the event of a restructuring, an ‘employment unit’ (TWC) must be set up to make an outplacement offer to any employee dismissed as part of the restructuring.
Outplacement in case of medical force majeure
Conditions:
- When an employee is permanently unfit for work (incapacitated) due to illness or an accident, a reintegration process must first be completed before the employment contract can be terminated.
Obligations:
- After the employment contract is terminated, it is your duty as an employer to make an outplacement offer. This needs to be in writing within a period of 15 days after the end of the employment contract.