In group outplacement or also in a transfer company, we support groups of employees in their professional reorientation. In advance, we advise HR managers and works councils on the design of transfer measures in order to jointly find the best transfer approach for the employees concerned.
The combination of workshops, individual consultations and active job search, as in inverse headhunting, always guarantees the highest possible chances of success for your employees and colleagues.
We support your employees and colleagues during restructuring. We advise HR managers and works councils. We are AZAV certified and apply for funding from the employment agencies for our clients.
Step 1: Information event
As soon as possible after the termination interviews, we inform your employees and colleagues about the possibilities and opportunities of outplacement consulting. Prompt counselling directly after the termination talks has proven its worth. Those affected are given new perspectives for further development, while the remaining staff see at an early stage that their colleagues are being supported and accompanied.
Step 2: Workshops and profiling
In two-day workshops, each with 8-10 participants, we provide the participants with basic knowledge about professional reorientation and carry out profiling in accordance with §110 SGBIII. The contents of our workshop can be found here in the sample agenda.pdf. Profiling is a prerequisite for funding by the employment agencies.
Step 3: Individual coaching
We take the individual situation of each employee into account in regular individual consultations. We accompany, support and motivate employees, usually for up to six months. During this time, the majority of our clients find a new, suitable position. A small part decides to become self-employed.
Step 4: Active Jobsearch
Our KARENT Research team is networked with all labour market players and knows the regional labour market conditions. It searches for suitable positions for each individual client and establishes direct contact with potential employers. Through close cooperation between coach and jobsearch, we achieve excellent placement rates of up to 90%.
We are happy to advise you on the conception of a measure for your employees and colleagues and are available for you at 19 locations in the DACH region.
Promotion of outplacement according to §110 SGBIII
The regulations and procedures for the promotion of outplacement measures by the employment agencies are subject to regular adjustments. Different subsidies are granted for counselling, placement in new jobs and professional qualifications.
The maximum rate of funding for outplacement is currently 50% of the costs of the measure up to a total of €5,000 per employee. Realistically, you should currently (as of June 2021) expect a subsidy of approx. 1,000 € per employee.
A consultation with the local employment agency is currently mandatory before the start of the measure and, if possible, also before the conclusion of the social plan.
Likewise, the executing agency of the measure must be certified according to the AZAV regulations (analogous to ISO 9000). KARENT successfully passed the certification procedure in 2012 when AZAV was introduced and is regularly audited.
We will be happy to advise you on the design of the relevant measures and also prepare all funding applications for you. Below you will find the funding requirements.
Funding for outplacement measures is subject to the following conditions:
- The measure must still take place during the current employment of the employees.
- The employer must bear at least 50% of the costs incurred.
- The provider must carry out the so-called profiling and be certified according to AZAV.
- The personnel adjustment must be the result of a merger OR changed organisational processes OR a partial closure OR closure of a company OR affect a certain percentage of 5% or more of the employees of a company.
- The costs must be reasonable.
- The application for funding must be received by the relevant agency before the start of the measure.
- Before the start of the measure and as far as possible before the conclusion of the social plan, advice must have been given by the employment agency.
We have extensive experience in dealing with the employment agencies. Since the introduction of the subsidy in 2004, over 95% of our applications have been approved without any queries. In all remaining cases, the applications were approved after consultation.