Making a business case for outplacement—especially at scale—can be challenging, even for the most experienced HR leaders.
The Challenge of Budgeting for Outplacement Services
Recently, the Head of HR at a prominent brand reached out to us, seeking to introduce outplacement services to the business.
However, the response was clear: there wasn’t a budget for it.
This isn’t unusual. Outplacement can be an outlier because it’s typically seen as a ‘discretionary’ purchase.
Understanding Redundancy Law and Discretionary Purchase
While the process around making staff redundant is governed by employment law, requiring employers to follow a clear, statutory process. The “extras”, like offering more than the minimum redundancy pay, providing outplacement services, and/or offering training are discretionary.
These involve additional costs to the business.
Given that redundancies are often driven by the need to reduce costs, it’s understandable why some companies may hesitate to invest in outplacement during such a time. The immediate question is, “Why spend more when we’re already cutting costs?”
The Emotional and Financial Toll of Redundancy
But, as we know, redundancy situations are far more complex.
They’re emotional, stressful, and difficult for everyone involved.
When redundancies happen in an uncertain job market, many employees may face the prospect of an extended period of unemployment, adding additional financial and emotional pressure to an already challenging situation.
The Business Case for Outplacement Services
With 60% of UK employers already providing outplacement, outplacement services are becoming a standard offering, reflecting a growing commitment to supporting employees through career transitions with compassion and practical guidance.
Here are some key reasons that you can make for a business case of why offering outplacement isn’t a discretionary purchase, but a valuable investment:
1. Reflecting Your Organisational Values
Most organisations claim to care about their people.
Outplacement is a direct and tangible way of demonstrating this commitment, especially during challenging times.
2. Enhancing Employer Brand and Reputation
Supporting employees through redundancy not only strengthens your brand’s reputation but also turns those who leave into advocates for your company.
The way you handle redundancies can shape how your organisation is perceived—both by current employees and the broader public.
3. Keeping Employees Engaged
Redundancies are never immediate; they always involve a consultation and sometimes notice period.
When employees feel they’re being treated fairly, they’re more likely to stay engaged and contribute meaningfully during this transition.
4. Maintaining Morale
Your employees who remain want to see their colleagues, their friends, are being treated well.
The fairness of the redundancy process and the support you provide directly influences how engaged and motivated your remaining team will be.
Balancing Cost and Compassion in Outplacement
Of course, there’s a financial consideration. When handling redundancies at scale, outplacement can start to feel expensive.
While there’s plenty of content and AI-driven tools for managing redundancies at volume, there’s truly no substitute for working directly with an experienced professional who can guide both the business and the affected employees through the process.
Take this recent testimonial from one of our JetStream members:-
“I felt my coach understood my needs. She was very supportive and listened to my concerns about finding employment. I was able to talk about my future goals and build my confidence again.”
Human-First, Scalable Outplacement
JetStream offers a cost-effective, scalable solution for businesses managing large-scale redundancies, all while maintaining a high-touch, human-first approach.
By leveraging our coaches’ extensive experience, JetStream provides the support companies need to offer impactful outplacement services while managing costs effectively.
Whether you’re navigating a single wave of redundancies or an ongoing process, we will help you to preserve your employer brand, maintain morale, and ensure a smoother transition for all employees involved.
Facing redundancies? Contact us today to build a strong business case for outplacement and ensure a smoother, compassionate transition for your employees.
Iona joined Chiumento in 2024, bringing a vibrant background in design as a freelance illustrator and marketer, along with experience as a Product Manager for a leading educational training brand. A 2020 AUB graduate with a BA Hons in Illustration, Iona is enthusiastic about digital strategy and marketing.