DaJobs Outplacement
DaJobs reinvents outplacement!
DaJobs Outplacement in figures
Need to lay an employee off? Click here to find out what you need to put in place!
What sets DaJobs apart in outplacement support?
Since 2001, we have developed a method that puts people at the heart of every programme. Finding a new job is not just about CVs and LinkedIn; above all, it is about rebuilding confidence and finding the right positioning in the job market.
A dedicated coach, a close working relationship
Each person we support works with a dedicated consultant who understands their sector, profile and ambitions.
A whole-person approach through Body & Mind
Before looking for a job, you need to be ready to do so. We work on morale, confidence and energy—not just on job-search techniques.
A local presence throughout Belgium through our 80+ JobCenters
Your employee can receive support at the JobCenter closest to their home, in Brussels, Wallonia or Flanders. The same level of commitment, wherever they are.
Active network of Belgian employers
DaJobs is one of Belgium’s largest employers. Our network opens concrete opportunities for our beneficiaries.
Guaranteed legal compliance
DaJobs advises and supports you throughout all your administrative procedures and legal obligations. You will receive all the documents needed to ensure complete and compliant management of your file.
How does DaJobs support dismissed employees?
The DaJobs outplacement programme covers 60 hours divided into 3 complementary modules over a maximum period of one year. The approach is person-centred: before finding a new job, the aim is to rebuild confidence and momentum.
At DaJobs Outplacement, we are convinced that before helping dismissed employees return to work, they first need support to get back into action and regain the motivation to move forward. Drawing on our Body & Mind philosophy, we support the whole person: psychologically, practically and strategically. Dismissal can be a difficult disruption. Our role is to turn it into a springboard towards new opportunities.
Group programme
Group sessions (4 to 10 people). Ideal for sharing experiences and offering mutual support.
Blended programme
A combination of one-to-one sessions and group work. A balanced approach.
Personalised programme
Sessions held exclusively one-to-one with a dedicated coach.
Support your employees with DaJobs Outplacement
As an employer, you are legally required to offer outplacement support to certain dismissed employees. Since 2001, DaJobs has supported you in this process with rigour, humanity and efficiency.
Legal reminder
In Belgium, any employer who dismisses an employee aged 45 or over with one year of seniority, or an employee with a notice period of at least 30 weeks, is legally required to offer outplacement support. Failure to comply with this obligation may expose the employer to financial penalties.
Click here to find out about your legal obligation.
How do you set up an outplacement programme with DaJobs?
The process is simple and fully handled by DaJobs. We manage all coordination with your former employee, from initial contact through to programme completion.
- As soon as the decision to dismiss has been made, contact DaJobs Outplacement.
Call 02/891.30.11 or email outplacement@dajobs.be. We will send you a personalised support proposal for your employee within 24 hours.
- Send your dismissed employee a valid outplacement offer by registered mail.
DaJobs will provide you with the appropriate documents for the situation and inform you of the legal deadlines.
- Once the offer has been accepted, send the signed documents to DaJobs.
Send us the offer signed by you and the written confirmation signed by your former employee. They are now in good hands.
Request your outplacement offer
We will send you a personalised offer within 24 hours. No commitment or formalities: just a clear response to your situation.
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F.A.Q.
Can’t find the answer to your question? Our advisers are available on 02/891.30.11 or via outplacement@dajobs.be
In Belgium, outplacement is a legal obligation for any employer who dismisses an employee entitled to a notice period (or equivalent compensation) of at least 30 weeks, or who is over 45 years old with at least one year of seniority. The dismissed employee is entitled to at least 60 hours of outplacement support over a 12-month period, funded by the employer.
In Belgium, outplacement existed before it became mandatory in certain situations. CBA No. 51, concluded in 1992, already provided a framework for voluntary outplacement. Subsequently, the Act of 5 September 2001 aimed at improving the employment rate of workers introduced a genuine right to outplacement for certain dismissed employees over the age of 45. Its implementation was further specified by CBA No. 82 of 10 July 2002. Since 1 January 2014, the right to outplacement has been extended to employees dismissed with a notice period of at least 30 weeks.
Two schemes coexist under Belgian law:
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General scheme
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Special scheme
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Eligibility condition
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Notice period (or equivalent compensation) of 30 weeks or more
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Employee aged 45 or over
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Required seniority
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No specific requirement
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At least 1 year of uninterrupted seniority
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Minimum working time
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At least half-time
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Exclusions
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Dismissal for serious misconduct; employee of pensionable age
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Dismissal for serious misconduct; employee of pensionable age
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Duration of support
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60 hours over 12 months
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60 hours over 12 months
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The deadline depends on how the employment contract ends:
- In the case of termination compensation: the employer must send a valid outplacement offer within 15 days of notifying the dismissal.
- In the case of a notice period of at least 30 weeks being worked: the employer must make an outplacement offer within 4 weeks of the start of the notice period. The employee then has 4 weeks to accept or refuse it.
- In the case of the special scheme: the employer must make an outplacement offer within 15 days of notification of the dismissal if the contract is terminated with payment of notice compensation, and from the end of the notice period if the notice period is worked. The employee has 4 weeks to accept or refuse it.
In the case of termination compensation, the cost of the outplacement programme is deducted from the employee’s compensation, up to 4 weeks of their gross annual remuneration for the previous calendar year, with a minimum of €1,800 and a maximum of €5,500. If the notice period is worked, the time spent on outplacement is deducted from job-search leave, with no equivalent financial deduction.
Outplacement is not mandatory in this case, unless the employee meets the conditions of the special scheme (aged 45 or over, with at least one year of seniority). Outside these cases, you may nevertheless offer voluntary outplacement.
Outplacement is paid for by the employer. It is a legal obligation, not an optional service. DaJobs will provide you with a transparent offer from your first contact. If the dismissal concerns an employee entitled to a notice period of more than 30 weeks, you are entitled to deduct 4 weeks from this compensation to cover the cost of outplacement. Depending on your joint committee, you may also be entitled to financial support from the relevant sector fund.
As an employer, your obligation is to make a written offer within the legal deadlines, not to secure the employee’s acceptance. This is why it is crucial to comply strictly with the notification deadlines.
Your former employee has the right to refuse the outplacement offer. In that case (or if they do not attend their coaching sessions), they may be subject to a sanction consisting of the loss of entitlement to unemployment benefits for a period of 4 to 52 weeks.
The cost of an outplacement programme depends on the format chosen: group, blended or individual. DaJobs will provide you with a personalised offer within 24 hours of your request. Contact us on 02/891.30.11 or via the form above to receive a no-obligation quotation.
No. In the event of dismissal for serious misconduct, the employer is not required to offer an outplacement programme. The obligation applies only to ‘ordinary’ dismissals (with notice or compensation in lieu of notice) and to mutually agreed terminations.
The outplacement programme runs for one year and includes 60 hours of support. It may be interrupted if the beneficiary finds a new job before the end of the programme. If that new job ends within 3 months, the programme can be resumed where it left off, at no additional cost. This is our restart guarantee.
Yes, absolutely. DaJobs is regularly called upon in the context of restructurings or collective layoffs. We can organise group, blended or individual programmes according to the profiles concerned, and coordinate support for several employees in parallel from our 80+ JobCenters across Belgium. Contact us for a collective layoff proposal.
Once the offer has been accepted and the programme launched, the beneficiary is put in contact with a dedicated DaJobs coach. Sessions take place at the JobCenter closest to their home or remotely, depending on the participant’s preference. The programme covers skills assessment, career-project definition, job-search tools (CV, LinkedIn, interviews) and support through to integration into the new job.
