Outplacement Services

Putting jobs first to help employees transition back to work 2X faster

Mercer Workforce Transition SKU_496

In today’s uncertain times, organizations are faced with difficult talent decisions. Whether you’re downsizing or in the midst of a business transformation, the act of letting talent go is never easy. Often times, the decisions to offer employees outplacement services is overlooked or considered unaffordable — until now.

What sets Mercer apart from other providers is our ability to provide a full-service outplacement solution that utilizes experienced virtual coaching and support services coupled with award-winning technology. We pass along savings from efficiencies in technology without compromising quality of service. In fact, our solution is ½ to ⅓ the cost of traditional providers.

Mercer’s 100% virtual, on demand approach for outplacement services helps transitioning employees land a new job nearly 2.5X faster than the national average 1 . We are redefining outplacement design, delivery, and results to provide a service that meets the expectations of employers as well as the needs of all levels of employees. Outplacement is an important investment.

  • It increases the likelihood of rehiring once laid-off employees.
  • It protects your company’s brand and reputation following a reduction in force (RIF).
  • It mitigates the risk of litigation.
  • It has cost savings implications related to severance.

But the #1 reason is because “it is the right thing to do.”

Are you ready to modernize your approach to employee outplacement?

1 Based on the national average duration of unemployment in 2018 per the Bureau of Labor Statistics.

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Mercer's outplacement was perfect, convenient, and easy. My dedicated coach was instrumental in my job search. I landed an even better job than my last in just under three months. Now I work for a Fortune 500 company with amazing benefits and am located closer to home.

— Jane, VP of HR, Dallas

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Offering outplacement services to all employees means you are not only helping people get jobs faster, but showing the talent you still employ that you care about your people. Your brand as an employer matters – to your former employees, to your current employees, and to your future employees.

According to Intoo, almost 40% of laid off and terminated employees give their former employers a negative review on company sites like Glassdoor, reviews that hurt corporate brand and reputation. Building a good brand means treating employees well throughout their entire relationship with you.

Why Mercer Outplacement Services?

Access Mercer Outplacement Services overview


  • Our Master’s educated coaches have 13+ years of career development experience.
  • 24/7 platform connectivity plus experienced, integrated coaching via text, phone, or video chat on any device, 7 days a week.


Our platform puts the tools and guidance necessary to securing that next job at your transitioning employee’s fingertips. The virtual, on-demand format allows users to learn how they want, when they want, and where they want to at their own pace. Key features of the platform include:

  • Job transition guides, including benefits guidance and links to unemployment sites.
  • LinkedIn profile setup support and guidance.
  • Job search integration with global job databases, including Indeed.
  • Job matching integrated with LinkedIn and alert tools.
  • Resume templates and workshops.
  • Video interview preparation and practice.
  • Pitch workshop, salary negotiation advice.
  • Networking resources to support company, recruiter, and society research in your field and more.

Whether you’re looking to support 5 employees or 50,000 employees facing a career transition, we can help you design the right package for your organization. To learn more about this solution or to place your order, please contact us.

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Related Articles

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“Seven examples of outplacement services”

If this is the first time your organization is considering offering outplacement services or if it has been a while since you revisited your outplacement services plan, you might be wondering how to determine the services and the duration that should be provided in today’s market.

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“Saying Goodbye Responsibly”

Regardless of your organization’s rationale for providing outplacement services, how you do it and for whom matters more now than at any other time. In this article, consider four key considerations.

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  • Sub TitlePutting jobs first to help employees transition back to work 2X faster
  • Ordering TypeHard Copy
  • IsOrderingSetNo
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  • Short DescriptionOn demand outplacement services to help employees transition into new roles.
  • RegionEnglish-United States
  • CounterPart_SKUSKU_496