Individual vs. collective outplacement: what are the differences ?
Outplacement is a job support solution offered to employees leaving the company, often as part of an economic layoff, a job protection plan (PSE) or a voluntary departure plan (PDV).
There are two main forms of outplacement:
Individual , often reserved for executives and managers
Collective , used in larger-scale social plans
But what distinguishes these two systems? Who are they for? What do they actually offer?
Here’s a clear comparison to better understand their differences.
1. Individual outplacement: tailor-made support
🔹 For whom?
Executives, managers, directors
Profiles with high autonomy or responsibility
Individual or negotiated departures
🔹 Objectives
Develop a personal professional project (retraining, repositioning, business creation, etc.)
Target the market effectively
Accelerate the return to work
🔹 Terms and Conditions
100% personalized monitoring with a dedicated consultant
In-depth assessment, coaching, research strategy, network support
Duration: 3 to 12 months depending on the position level
This is “high-end” support, focused on strategy and performance.
2. Collective outplacement: a supervised group dynamic
🔹 For whom?
Employees impacted by a PSE or PDV
Profiles of all levels (workers, technicians, administrators, etc.)
🔹 Objectives
Support a group of employees in transition in volume
Prepare a peaceful and rebound-oriented exit
Provide concrete tools and methodological support
🔹 Terms and Conditions
Group workshops (CV, interviews, LinkedIn, professional project, etc.)
Additional individual coaching
Digital platform, job board, networking
Duration: 2 to 6 months generally
It is a supervised support, which creates collective momentum while respecting individual needs.
3. Common points
- Access to a network of employers and recruiters
- Psychological monitoring or confidence coaching
- Support for retraining or entrepreneurship
- Help with creating CVs, LinkedIn profiles, search strategies