Multinational outplacement: how Careerminds delivers bespoke solutions 

If you run a global business, you’ll know there are many challenges that come with it – potential language barriers, supply chain issues, cultural differences, the list is endless… and then there’s the staff. What if you’ve come to the point where you have to layoff some of your employees? There are a few things to consider, especially when supporting those departing employees with comprehensive outplacement services.

How does multinational outplacement differ across European countries? Which strategic considerations are important? The answers to these questions, plus an overview of the outplacement services provided by Careerminds in the UK, the Netherlands, Germany, and France, can be found in this article.

First up, let’s delve a bit deeper into the operational challenges faced by multinational companies when outplacing employees. The challenges mainly relate to different regulations in different countries. A 2024 report, commissioned by Careerminds, cites legal complexities, cost variabilities, and administrative nightmares as three of the main concerns.

• Legal – specialist expertise is required when dealing with diverse labour laws – for example, redundancy processes in the UK are more streamlined and more compact than those in France.
• Cost – the cost of severance packages differs from country to country, with higher costs in the Netherlands and France as opposed to the UK and Germany.
• Administrative – additional administrative resources are required in the Netherlands and France to carry out stringent consultation and approval processes.

While these challenges need to be overcome, on the upside there are many opportunities open to multinational companies when facing outplacement processes. Global outplacement offers both the exiting employees and the company the same benefits that outplacement offers on a national level, but it must be planned strategically.

• Standardised ways of working – if there are frameworks in place for the outplacement of staff on a global scale, these can be adjusted at a local level.
• Boost for branding – demonstrating a consistent commitment to supporting those members of staff who are leaving enhances the company’s reputation and protects its brand while strengthening its position as an attractive employer and supporting employee retention..
• Sharing best practice – the strategies that work in one country can be implemented successfully in others.
• Risk mitigation – planning ahead in order to comply with legal requirements in all participating countries greatly reduces the risk of litigation.
• Knowledge of cultural differences – if HR Managers understand the expectations that the local workforce has of their employer, along with the employment relationship, this improves and fosters beneficial relationships all round.

How do European companies compare when approaching multinational outplacement? The following best practice in the UK, the Netherlands, Germany, and France, shows how international outplacement is handled, what businesses in these regions need to look out for, and how they can learn from each other.

Here, in the UK, many professionals are interested in seeking out international career opportunities. This means that local outplacement providers are increasingly offering support for international job changes. This can cover things like offering advice on cultural issues, residence permits, and international applications. This trend is particularly relevant for multinational companies that operate here.

Of course, there’s one thing that has had a huge effect on the mobility of skilled British and foreign workers. One word. Brexit. Leaving the EU in 2020 had an immediate impact on companies desperately looking for skilled workers, with the main shift being that they were forced to concentrate on upskilling British workers.

After Brexit, companies operating across the UK and the EU have faced challenges when managing employees who work across international borders. This has culminated in outplacement providers increasing support in areas such as relocation, visa regulations, and re-employment in EU member states. Brexit has certainly redefined the outplacement offering and has led to the creation of specialised services for international job changes.

The UK arm of Careerminds focuses on virtual outplacement services, leveraging advanced technologies that support geographically dispersed employees effectively. Further advantages include personalised career coaching and long-term support until placement, making outplacement highly scalable and cost-effective for multinational companies.

Lots of expats live and work in the Netherlands – mainly specialists and managers sent by an international employer to a Dutch branch as part of a foreign assignment. This fluidity of international mobility and resulting support makes the Dutch outplacement industry unique in Europe.

It figures that many outplacement companies offer services that are bespoke for international employees. These include relevant cultural training, lessons in the appropriate language, advice on residence permits, and support with networking.

Careerminds in the Netherlands offers virtual, scalable outplacement services aimed at the country’s labour market. Here, the primary focus is on placing participants in fulfilling long-term jobs which will enable them to develop further professionally. Many multinational companies, such as in the technology and healthcare sectors, work in the Netherlands.

There is a lack of skilled workers across many industries in Germany, which can be compensated through immigration and foreign assignments. Outplacement in Germany emphasises aspects including language courses, networking, and recognising certain qualifications to make it easier for foreign skilled workers to integrate into the labour market.

Since workers are increasingly exploring international career moves, outplacement providers are expanding their programmes to support these global career steps. This trend reflects the globalisation of the German labour market, as well as the increasing mobility of workers. Services include advice on international job searches and information on intercultural communication and differences in work culture.

Careerminds in Germany offers complete technology-enabled outplacement, available worldwide in 50 languages and in over 80 countries, including accessible online resources, a robust virtual platform, and 1-2-1 coaching.

Careerminds in France has a hybrid model combining digital tools with personalised coaching; perfect for multinational companies. To strengthen the rights of employees, there is full compliance with strict French labour laws. The experts at Careerminds offer comprehensive support to employees during the career transition phase. Balancing a mix of technology and human interaction ensures the adaptability of offers to the different needs of the French job market.

Multinational outplacement services open up so many opportunities for companies and departing employees – but also bring challenges, such as possible language barriers, cultural differences when looking for a job, and dealing with different laws and regulations.

Providers, such as Careerminds, who support multinational companies with outplacement services, know what to look for in an international environment. The advantage of Careerminds is that it works with qualified global career coaches so it covers outplacement needs anywhere in the world. In addition, companies and participants using the outplacement programmes are provided with individual advice tailored to the respective labour market – including important information about work culture and standards when looking for a job.

Would you like to find out more about outplacement in different European countries? If so, download our current report here. If your organisation is considering outplacement services to support departing employees during the transition period, contact us at the earliest opportunity to find out more.

Elizabeth Openshaw

Elizabeth is a diligent, articulate, and versatile Blogger and CV Consultant with over 13 years of experience in the job search sector, including extensive expertise in outplacement services and CV reviews, supporting job seekers and all of those involved in the recruitment process. With a personable and self-assured outlook, Elizabeth consistently produces work to a high standard and hits deadlines 100% of the time. Showcases excellent organisational and time management skills, proven by 17 years as a Journalist on numerous national publications including as Features Editor on a monthly glossy magazine and as a regular contributor to Men’s Health, Slimming World and Candis. As Director of her own company, OpenDoor CV Expertise Ltd, Elizabeth displays a high level of professionalism, demonstrated by the positive recommendations and testimonials from many previous clients. Additionally, she is an active member of both the British Association of CV Writers (BACVW) and the Institute of Employability Professionals (IEP), supporting people to gain work, progress in work, and retain work.