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Has a colleague been laid off? Or is your business undergoing a reorganisation? AGO HR Services' coaches will help your laid off employees find a new, suitable job through professional and result-oriented outplacement coaching.
The emotional support given by the coach is crucial in helping to deal with the initial shock of redundancy. This is why AGO HR Services opts for tailor-made trajectories for each participant.
Coaches with in-depth experience and expertise in the field of coaching and counselling, who also know the labour market through and through.
A high-quality approach that is all about the employee and adapted to every profile (blue-collar worker, white-collar worker, manager, executive or board level). Because everyone is unique.
Our extensive office network allows us to provide local personal coaching in Dutch, French and English.
For us, outplacement is much more than just drawing up a CV. Our coaches offer your employee a moment of pause during the initial, sometimes quite intense, moments. They will then start to work on a long-term growth trajectory that gives your employee a clear picture of their personality and potential.
Our coaches teach job application skills, map competences and skills and show participants the (digital) way towards a job. They also introduce participants to the world of Testing & Assessment to prepare them for job interviews. AGO HR Services strongly believes that each profile (blue-collar worker, white-collar worker, management) is unique which is why the content of each trajectory is different. This is how an outplacement programme results in the next professional step.
Ago is Certo-certified for outplacement in Flanders. This quality label is awarded by VDAB and Federgon. All our coaches have obtained the Certo competence certificate, thus ensuring the quality of the coaching.
Employers can count on a long-term growth trajectory for their employees. And your employee will receive an individual programme with a warm and enthusiastic approach and the utmost respect for privacy.
The legal framework regarding outplacement is often a maze of systems that are not aligned with each other. Can you no longer see the wood for the trees? That's normal! AGO HR Services gladly gives you a clear picture of the current legislation:
There are three systems within the legal framework of outplacement today:
The general system includes all employees and workers with a temporary contract with a notice period or severance pay of 30 weeks, regardless of their age.
Employees who are at least 45 with minimum 1 year of uninterrupted service regardless of the contract type are entitled to outplacement via the special system. The notice period must be shorter than 30 weeks in this case.
Since April 2019, employers must offer outplacement to all employees and workers with a temporary contract, regardless of their age, who do not return to work due to medical force majeure after the end of a reintegration process.
In the case of collective redundancy - more than 10% of the workforce is made redundant - all full-time and part-time employees with open-ended contracts must receive an offer, regardless of their age and seniority. An employment cell needs to frame the collective outplacement.
In the case of collective redundancy, outplacement begins the day following the redundancy. Employees who are 45 or older need to follow 60 hours of outplacement coaching within 6 months. Younger employees need to follow 30 hours within 3 months.
In the case of collective redundancy, outplacement begins the day following the redundancy. Employees who are 45 or older need to follow 60 hours of outplacement coaching within 6 months. Younger employees need to follow 30 hours within 3 months.
Outplacement due to medical force majeure comprises 30 hours of coaching, to be used within 3 months after stopping the reintegration process.
In the case of medical force majeure, the employee is entitled to an outplacement to the amount of EUR 1,800 for 30 hours.
Under the general system, the price has been laid down by law at one twelfth of the gross annual earnings in the calendar year before the redundancy. If an employee was made redundant in 2021, after a period of temporary unemployment in 2020, the theoretical gross pay is as if the employee had not been temporarily unemployed. The cost is minimum EUR 1,800 and maximum EUR 5,500.
The employer largely bears the cost of outplacement. However, under the general system, four weeks can be deducted from the severance pay if the employee does not have to work the notice period.
In the special system, the value of the outplacement is established in an agreement between the employer and the outplacement bureau.
In the case of collective redundancy and in the special system, the unemployment benefits may be suspended.
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