• What do I do now? What are my options and possibilities?
  • What are my rights and obligations?
  • What possibilities are there on the labour market at the moment? Which training courses can I follow? How do I approach this?
  • How do I cope with this change, both in a professional and a private sense?
  • Where do I get the energy to apply for a job? How do I approach this?
  • How can I do things differently and perhaps better in the next job?
  • Is this the moment to make my dream come true and start my own business?
  • How do I get the most out of online job application tools and LinkedIn? How do I switch off my network / How do I use my network?

Outplacement coaching consists of support to process dismissal on the one hand, and assistance in finding re-employment, on the other.

This comprises the following:

  • specialised care and assistance following your dismissal;
  • psychological assistance, coping with change, increasing resilience, manoeuvrability and agility;
  • ongoing self-analysis, draft of your talent balance;
  • draft of a personal plan of action and development plan;
  • support in defining and finding specialised professional opportunities when starting up own business or self-employed activity;
  • intensive job application training course and professional advice in drawing up a CV, motivation letter and LinkedIn profile;
  • assistance in integrating in your new job, onboarding;
  • administrative assistance (social-legal regulations, application for unemployment benefit, health insurance fund, insurance forms, etc.).

You are entitled to outplacement if:

  • you have not been dismissed for an urgent reason;
  • you have a notice period or compensation in lieu of notice of at least 30 weeks;
  • you need to work for fewer than 30 weeks of notice, you were at least 45 years old on the date of your dismissal and you worked for your employer for one full uninterrupted year.

What does a personal outplacement trajectory look like?

Make an appointment for a non-committal introductory meeting. Your coach is a confidential adviser who will assist you in coping with the new situation and getting the most out of yourself.

Practical matters

Do you have a period of notice or compensation in lieu of notice of fewer than 30 weeks?

Then you are only entitled to outplacement coaching if you meet the following three conditions:

  • you worked for a private-sector employer;
  • you were at least 45 years on the date of your dismissal and
  • you worked for your employer for an uninterrupted period of one year.

The offer provided is outplacement coaching in accordance with CLA 82 bis: 60 hours of assistance for 12 months.

You can, of course, also follow outplacement coaching: Career Transition (no legal obligations) if you are younger than 45 years of age. Please contact us for this! (Is this right?)

 

If you have a period of notice or compensation in lieu of notice of at least 30 weeks, you fall under the general outplacement coaching system, regardless of your age.

Do you need to perform a period of notice?

  • You are entitled to 60 hours of outplacement for 12 months.
  • Your employer will assume liability for the coaching costs.
  • You have 4 weeks to decide whether or not you will accept the offer.

Are you being paid compensation in lieu of notice?

  • You are entitled to 60 hours of outplacement for 12 months to the value of a minimum of 1/12 of your annual salary for the calendar year preceding the dismissal (minimum of EUR 1,800 and a maximum of EUR 5,500).
  • The compensation in lieu of notice will be decreased by 4 weeks’ pay.
  • You have 4 weeks to decide whether or not you will accept the offer.

Outplacement within the scope of restructuring

Were you made redundant pursuant to restructuring and has an employment unit been established? Then the applicable conditions differ from those outlined above.

You are entitled to outplacement on condition that you register with the employment unit.

  • If you are 45 years of age or older at the moment at which the collective redundancies were announced, then you must be offered a minimum of 60 hours of outplacement in the period of 6 months during which you must be registered with the employment unit.
  • If you are younger than 45 years at the moment at which the collective redundancies were announced, then you must be offered a minimum of 30 hours of outplacement in the period of 3 months during which you must be registered with the employment unit.

Contact us

03/211.11.11

info@travvant.be