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If you've been laid off and your employer hasn't offered outplacement services (i.e, employer-paid career coaching), you can ask for them as part of your severance negotiations. Many companies are open to adding career transition support, especially when positioned as a win-win.
Why Ask for Outplacement Services?
Getting outplacement services can only help you while you're navigating this difficult career transition.
Faster Reemployment – Professional job search support helps you land a new job quicker.
Cost-Free to You – The employer covers the service, reducing your financial burden.
Better Severance Value – Instead of just cash, you get practical career support.
Protects Employer Brand – Companies are often willing to invest in outplacement to maintain goodwill and avoid negative Glassdoor reviews.
Want to learn more about outplacement services?
Step-by-Step Guide to Requesting Outplacement Services
Step 1: Review Your Severance Package
Check if outplacement services (i.e., employer-paid coaching) are already included. If they aren’t, you have an opportunity to request them.
Step 2: Research Outplacement Services
Career Candor offers personalized career transition support, including resume help, LinkedIn optimization, job search strategy, and interview coaching. Outplacement services typically cost less than one or two weeks of pay—an affordable addition for most employers.
Step 3: Make the Ask (Preferably in Writing)
Human resources representatives and managers expect some level of negotiation. Asking for outplacement support is reasonable and beneficial to both parties. Keep your request professional, concise, and results-focused.
Email Script for Requesting Outplacement Services
Here's an email template you can use to send to your human resources representative and your manager. Don't forget to send the email to your personal email, too, for record keeping.
Subject: Request to Include Outplacement Services in Severance Package
Dear [HR Manager’s Name],
I appreciate the severance package being offered and would like to discuss one additional component that would greatly support my career transition—outplacement services.
Career transition services help employees like me land a new job faster, reduce stress, and maintain a positive view of our employer. Many companies provide these services because they are cost-effective, contribute to a smoother transition, and can reduce their legal exposure.
I’d like to request the inclusion of outplacement services through Career Candor, a firm that provides resume support, job search coaching, and interview preparation. Their services are often more affordable than traditional outplacement firms and can be customized to my needs.
Would you be open to discussing this addition? I believe it would be a win-win solution that provides practical support during this transition.
Thank you for your time and consideration.
Best,
[Your Name]
Want to learn more about outplacement services?
Conversation Script for Requesting Outplacement Services
Want to negotiate in person or over the phone? We recommend you talk to your human resources representative or your manager. Use the script below, but be sure to follow up with a written email as a formality. Always send a copy of the email to yourself, too!
Employee: Hi [HR Manager’s Name], I appreciate the severance package and the support being provided. I wanted to ask if you’d consider adding outplacement services to help with my job transition. Many companies offer this because it helps laid-off employees find new opportunities faster and reduces negative impact on both sides.
HR Manager: We currently don’t have an outplacement program in place.
Employee: I understand. However, many outplacement services, like Career Candor, offer flexible, affordable options tailored to individual employees. Their support includes resume writing, LinkedIn profile optimization, and job search coaching—all things that would help me land a new role faster. Would you be open to covering this as part of my transition support?
HR Manager: I’m not sure if we have the budget for that.
Employee: I completely understand budget constraints. The cost is often equivalent to just one or two weeks of pay, but the value it provides in speeding up reemployment is significant. This also reflects positively on the company’s employer brand, showing commitment to employee success even during difficult transitions, and it can help a company reduce their legal exposure. Could we explore adding this to my package?
HR Manager: Let me check and get back to you.
Employee: Thank you—I appreciate your consideration. I'll send you an email with a link to Career Candor's website to help you.
Final Tips for Employees
Be Professional & Direct – Keep emotions out of it and focus on mutual benefits.
Follow Up – If you don’t get an immediate answer, politely follow up the same day.
Offer Employer Benefits – Emphasize how outplacement protects their reputation and legal exposure.
Be Prepared to Provide Details – If they ask about Career Candor, have a link ready.