Outplacement services in Perth: a guide for HR and people teams

Outplacement is a service brought in by HR teams to support employees through redundancy. It provides practical support, such as resume writing, job search strategy advice, interview prep, and more, ensuring that displaced employees secure a new, meaningful role as soon as possible. When a workforce downsizing event is on the cards, using outplacement services in Perth can protect the company brand, minimise legal challenges, and position the company as a people-first organisation. 

Outplacement is not legally required in Australia, but it is considered best practice as it reduces the risk of unfair dismissal claims and tribunals.

The main legal requirements around redundancy in Australia are based on the Fair Work Act and National Employment Standards. In summary: 

• The redundancy must be genuine – that means the job no longer needs to be carried out and the employer has followed consultation requirements.
• Redundancy pay must be paid to employees with over one year’s continuous service, if they’re covered under the national workplace relations system and the employer has at least 15 employees.
• The amount payable depends on the length of service and is paid at base pay rate plus outstanding entitlements. 
• Notice of termination must be given, which can be in the form of a notice period or pay in lieu of notice. 

Providing outplacement services can mitigate legal risks by ensuring that departing employees feel valued and supported. 

The unemployment rate in Western Australia in March 2026 was 4.2%, with particular difficulties securing graduate, junior, and non-specialist corporate roles. On the other hand, there is still high demand for tradespeople and construction, logistics, and healthcare workers. The mining, resources and energy sectors are still hiring for experienced workers, although entry-level and junior staff may struggle. 

This data points to a job market that values experience and expertise, but where non-experts may struggle to land a role. These employees are the ones that will particularly benefit from an outplacement program, as their job hunt is likely to take longer. Additionally, those looking to pivot into a new career following redundancy will need outplacement support as they will lack sector-specific knowledge. 

Outplacement providers range from the global to the boutique. To ensure the organisation secures a positive return on its investment, it’s imperative to choose the right partner for both your employees and your company.

Consider these differentiators: 

Traditionally, outplacement was delivered by a career coach who attended physical offices. These days, redundancy support in Perth is often delivered virtually. This is more effective, as it removes the requirement for remote employees to travel into offices, enables staff to connect with their coach in a timeframe that suits them, and eliminates the logistics of travel and meeting room requirements. 

Online providers will provide a wealth of online resources, such as articles, webinars, and advice, enabling job seekers to move their job hunt forward wherever, and whenever, they like.

But it’s not just the practical elements of job searching that affected employees need help with. Job loss impacts not just their finances but also their sense of identity and self-worth. That’s why the human element of outplacement coaching is so important. A combination of people-centred and tech-enabled services will give departing employees the best of both worlds, so ensure your chosen provider offers both. 

The majority of outplacement providers in Perth offer time limited services. That means that they will work with program participants for a set amount of time before the contract expires – usually around three months. 

At Careerminds, we don’t think that’s good enough. In 2026, a job search can take, on average, from three to six months. A time-limited service leaves displaced employees without support just when they need it most. Careerminds is proud to offer outplacement “until placement,” meaning we will work with your employees for as long as it takes for them to find a new role. 

Outplacement firms either offer one-to-one or group coaching. While a one-to-one service can be tailored to the precise needs of each employee, a group format can be more cost effective. The choice depends on the company’s budget and the needs of their employees; sometimes a mix-and-match service can work, with one-to-one coaching for executives and group coaching for entry-level and mid-level employees. 

Some career transition services in Perth operate on a retainer, meaning that, if the service isn’t used, the company still has to pay. Other outplacement services operate on an as-needed basis, enabling the business to avoid unnecessary costs.

Anyone can call themselves a coach, whether or not they have experience and whether or not they have qualifications. Look for providers with experience in your industry, who work with coaches accredited by the International Coach Federation (ICF). 

Other relevant accreditations to look out for include Certified Professional Career Coach (CPCC), Certified Career Services Provider (CCSP), and Board Certified Coach (BCC). 

Employees at different levels have different needs. While junior team members can benefit most from guidance with writing a resume or creating a LinkedIn profile, executives may gain more value from networking opportunities or advice on entrepreneurship. Ensure the outplacement partner you choose is able to support everyone impacted by the downsizing, from entry-level to board level. 

Executive job searches differ from a standard job search. While less senior staff often aim to move into equivalent roles, executives may consider entrepreneurship, academia, private equity, board or C-suite positions, retirement, interim roles, consultancy, or a portfolio career. 

Due to these different needs, the outplacement services they require must adapt. Executive outplacement in Perth includes:

• One-to-one coaching. 
• An executive bio, in addition to the standard resume and LinkedIn profile.
• Executive networking opportunities. 
• Job search strategy advice. 
• Personal branding. 
• Financial planning support.
• Interview coaching. 
• Salary and compensation negotiation advice. 
• Access to executive coaches.

In short, executive outplacement reflects the different realities of job searching at a senior level. 

• The provider has knowledge of the local job market in Perth.
• Online coaching is available.
• Comprehensive online job resources are provided.
• The provider offers job search support until placement.
• Staff at all levels are supported.
• There are no retainer fees.
• Coaches are experienced and accredited.
• The provider can prove ROI by sharing high participant engagement and satisfaction rates.
• The provider shares real-time data on program success.
• Free demos are available.

Clearly, there is a cost involved in providing outplacement services to displaced employees. While it’s the right thing to do on a human level for your staff, there must also be a strong business case for engaging an outplacement partner.

In addition to the obvious benefits for the employees participating in the program, the business also benefits in many ways: 

Reputation is hard won and easily lost. Showing that your company treats its staff well, even at difficult times, has an impact that stretches beyond the retrenched employees. Stressed, upset, or angry at finding themselves unemployed, redundant staff can cause huge reputational damage, by word-of-mouth or online. Those words, in the ears of your customers, suppliers, and partners, will affect their perception of your brand. 

A company that is seen to support its staff, however, becomes known as an employer of choice. Retaining and attracting top talent in the future is much easier, and the reputation that the business has worked years to build remains intact, as it is seen to live its values.

Employees who feel poorly treated by their employer are more likely to raise grievances and unfair dismissal claims. A robust redundancy process will ensure that the employee understands the business rationale behind the redundancies and feels supported as they exit the business. That significantly reduces the risk of tribunals which, even if the business wins, are costly, time-consuming, and demoralising. 

Speaking of demoralising, the effect of redundancy on surviving staff can’t be underestimated. As former colleagues leave, remaining staff can’t help but wonder if they’re next. Productivity, engagement, and morale naturally take a hit. 

Working with an outplacement provider ensures that retained staff can see that the business cares about them. They see their colleagues receiving support and that they’re not being abandoned at a difficult time. This goes some way to easing their worries about what’s going to happen to them, minimising the impact on business-as-usual operations. 

Partnering with an outplacement service can help to plug gaps elsewhere in the business. As part of the service, the provider will look at vacancies elsewhere in the business and support internal redeployment, including upskilling or reskilling staff if necessary.

This is a win all round, as it eliminates the cost of hiring, retains knowledge within the business, and ensures legal compliance.

As you’d imagine, several factors determine the cost of outplacement. When you’re assessing value from a shortlist of outplacement providers in Western Australia, bear in mind that final costs will be influenced by: 

• The number of employees enrolled on the program.
• The seniority of the employees.
• Whether coaching is delivered using a one-to-one or group model. 
• Whether coaching is delivered in-person or online.
• Whether the provider charges a retainer fee.
• The length of the program.

Download the Careeminds pricing sheet to find out how our services compare to other outplacement services in Perth.

Outplacement is paid for by a company making redundancies, to support its departing employees into new roles. 

Most outplacement programs are time limited, meaning they end after around three to six months, but Careerminds offers an “until placement” service that supports participants until they land a new role – however long that takes. 

Outplacement services include career coaching, resume writing, online resources, job matching, LinkedIn advice, and interview preparation. Executive outplacement services include more tailored support, such as executive coaching, networking, strategy advice, and personal branding. 

Modern outplacement providers deliver services using a virtual model, meaning that the program is delivered online at a time and in a place that best suits the participant. 

Outplacement benefits both the business and its displaced employees. With proven ROI, can your business afford not to partner with an outplacement firm? 

Careerminds would love to talk to you to see if we’re the right partner for you. Contact us to speak to one of our experts.