Finding a new job is often a challenging task, especially if you’re feeling angry, panicked, or demoralized after a layoff. This is why many companies today offer outgoing employees outplacement services, also known as career transition support. These services generally include expert coaching, resume review, networking tips, and related help given at no cost to employees to help them land new jobs more quickly and easily.

 Should you ever lose a job, outplacement benefits can be of great help—even if you’ve never received assistance while looking for a job before. Usually, the outplacement services you receive will include help from a career coach, who can guide you with salary negotiation tips, targeted interview advice, or even instructions for a successful career pivot.

If your company already offers outplacement services to employees, you’re all set. If this benefit is not in place, however, you can negotiate to receive it. Here are three ways you can secure outplacement benefits to support you in the case of a job loss.

Key Takeaways

• Negotiating outplacement benefits is most effective when done proactively—either during the job offer stage or at the point of separation—when leverage is highest and employers are more open to adding support.
• Strong negotiation focuses on value to the employer, highlighting how outplacement helps protect employer brand, reduce legal risk, and support a more positive offboarding experience.
• Employees should be specific in their request, clearly defining desired outplacement terms such as one-on-one coaching, program length, and access to job search resources to ensure meaningful support.

How to Negotiate for Outplacement Benefits

Ask for Outplacement Benefits Before Accepting a Job Offer

The days when employees spent decades with a single employer are largely over. Today, it makes sense to consider your exit strategy even before accepting a new position. In many cases, this is when you have the greatest leverage to negotiate valuable benefits.

If you’re bringing in highly sought-after skills or filling a critical role, consider negotiating for a guaranteed severance package and outplacement services. Fast Company recommends discussing these benefits before accepting an offer.

Some helpful talking points include:

• Explain that leaving your current employer to join a new company represents a significant personal and professional risk.
• Point out that providing severance and outplacement costs the company nothing unless your employment is eventually terminated.
• Mention that outplacement is increasingly viewed as a standard employee benefit.

INTOO’s Workplace Flexibility Study found that 71% of job seekers would choose a company that offers outplacement over one that doesn’t, assuming all other factors are equal.

Request Outplacement Benefits During a Layoff

Even if outplacement isn’t included in your employment agreement, you can still negotiate for it if you’re being laid off.

While employers rarely provide outplacement or severance to employees who resign voluntarily, layoffs are a different situation. Many organizations already offer career transition support because it helps:

• Reduce the risk of wrongful termination claims
• Protect the employer brand
• Maintain positive relationships with former employees

Although outplacement was once reserved primarily for executives, many employers now extend these services to employees across the organization. This shift reflects the growing impact that employee experiences have on company reputation, particularly through sites like Glassdoor and social media.

INTOO’s Employer Branding Study found that:

• 66% of people who experienced a poor layoff shared that negative experience with others.
• Employees who received outplacement or career support were 38% less likely to have a negative perception of their former employer.

Because employer reputation directly affects recruiting and customer perception, companies often have an incentive to help departing employees leave on positive terms.

If your employer already provides executive outplacement, ask whether those services can also be extended to you.

Experts agree this is worth requesting. Forbes recommends asking for outplacement services as part of your severance package, while AARP notes that outplacement counselors can help with:

• Resume development
• Interview preparation
• Networking strategies
• Career transition coaching
• Presenting your layoff positively to future employers

To strengthen your request, offer to support the transition after your departure by answering questions or helping transfer knowledge to remaining team members. Demonstrating flexibility can make an employer more willing to include additional benefits in your severance package.

Negotiate the Details of the Outplacement Program

Not all outplacement programs provide the same level of support. Before accepting an offer, ask what services are actually included.

Consider factors such as:

• One-on-one coaching versus group sessions
• Unlimited coaching versus a limited number of meetings
• Virtual, on-demand access versus scheduled office appointments
• Program length
• Resume writing and review
• Interview coaching
• Career assessments
• Networking guidance

Ideally, your outplacement package should include:

• Unlimited one-on-one career coaching
• On-demand access through video or messaging
• Professional resume review
• Interview preparation
• Networking support
• Career assessments, if you’re considering changing industries or roles

Aim to negotiate at least three months of outplacement support, with six months being preferable for most professionals. Executives and senior leaders should request 12 months—or support until they secure a new position.

Final Thoughts

Searching for a new job after a layoff can feel overwhelming, but it can also become an opportunity to reassess your goals, build new skills, and pursue a role that’s a better fit for your future.

The right outplacement program provides expert guidance, practical resources, and emotional support that can make the transition significantly easier while helping you find your next opportunity more quickly.

INTOO’s outplacement services combine personalized career coaching with leading technology, giving job seekers unlimited, on-demand access to career experts via video and text, professional resume reviews, interview coaching, and other career development resources that help accelerate a successful transition. Learn more about how INTOO’s outplacement solution can benefit you and your organization.