In 2025, organisations worldwide face the daunting task of restructuring to remain competitive – but too often, it’s done poorly. Industries such as automotive, finance, and manufacturing are undergoing seismic shifts, driven by automation, supply chain realignments, and geopolitical factors. As companies recalibrate their workforce strategies, they frequently rely on outdated, one-size-fits-all outplacement programmes that fail to consider critical legal, cultural, and economic differences across regions. The result? Costly compliance risks, disengaged employees, and a damaged employer brand.
“Global workforce transitions are complex, and no two countries operate under the same legal and cultural framework. A one-size-fits-all approach simply doesn’t work,” says Olivier Landerer, CEO of Global Talent Hub (GTH). “Companies that fail to localise their outplacement programmes risk not only non-compliance but also a disengaged and disillusioned workforce.”
Why outplacement has a bad name
Despite its necessity, outplacement has developed a reputation for being impersonal, ineffective, and more of a corporate checkbox than a genuine support system. Many programmes are designed with cost-cutting in mind, leading to generic, one-size-fits-all services that fail to address the unique needs of individuals undergoing career transitions.
“Too many outplacement programmes are a numbers game, focused on ticking boxes rather than genuinely helping people move forward,” Landerer points out. “We need to change the perception that outplacement is just an HR formality. It should be a transformative experience.”
Traditional outplacement firms often provide cookie-cutter solutions, consisting of generic webinars, automated CV reviews, and one-size-fits-all job application strategies. Employees going through career transitions are often left feeling lost, unsupported, and frustrated.
The legal and compliance maze
Navigating the intricate web of legal and compliance requirements across different countries is a formidable challenge for global outplacement programmes. Each nation has its own set of labour laws, regulations, and compliance standards, making uniform policies ineffective and potentially detrimental.
For instance, in the European Union, redundancy processes are heavily regulated. Countries like France and Germany require employers to conduct extensive consultations with employee representatives, while the UK mandates statutory redundancy payments. Non-compliance can lead to severe legal repercussions, including hefty fines and reputational damage.
“Companies restructuring across borders must understand that employment law is deeply ingrained in local culture and historical precedent,” notes Landerer. “In Germany, the concept of ‘co-determination’ means that worker councils have significant influence in workforce decisions. In contrast, U.S. labour laws allow for much more employer discretion in layoffs. Failing to recognise these nuances can lead to costly legal disputes.”
The cultural conundrum
Cultural differences significantly impact the success of outplacement programmes. In collectivist cultures such as Japan and China, career transition support may need to emphasise family considerations and group harmony. Conversely, in individualistic cultures like the U.S. and the UK, outplacement tends to focus more on personal career growth and independent job searches.
“Understanding cultural context is just as important as understanding legal context,” Landerer explains. “The emotional aspect of job loss varies dramatically. In the Netherlands, there is a strong emphasis on work-life balance, and employees may view career transitions as an opportunity for self-development. In South Korea, losing a job can carry a strong societal stigma, making discreet and highly personalised outplacement support essential.”
The socio-economic tapestry
Economic disparities across regions further complicate global outplacement efforts. Developed economies with strong labour markets may provide abundant opportunities for displaced employees, whereas emerging markets may struggle with high unemployment rates and limited job prospects.
For example, the European automotive sector, which employs approximately 6.72 million workers, has faced significant employment shifts due to the rise of electric vehicles (EVs) and automation. Traditional manufacturing roles are being phased out in favour of software engineering and battery production jobs. Similarly, in the U.S., nearly a quarter of the manufacturing workforce is aged 55 or older, signalling an impending labour shortage.
“We are witnessing a profound transformation in global employment landscapes,” says Landerer. “Jobs are not just being lost—they are being relocated or reinvented. Successful outplacement programmes must do more than help employees find new jobs; they must prepare them for the jobs of the future.”
“Effective outplacement is about meeting people where they are, both literally and figuratively,” says Landerer. “It’s not just about job placement—it’s about confidence building, skills development, and emotional support.”
Global Talent Hub: championing local expertise and a people-first approach
At the core of GTH’s approach is a steadfast commitment to the well-being of individuals. Behind every restructuring statistic is a person facing uncertainty – GTH prioritises personalised services that address both the professional and emotional aspects of career transitions.
“Global Talent Hub is built on the principle that every career transition is personal. We are not just a service provider; we are a partner that ensures individuals are supported, respected, and empowered to take the next step in their careers.” says Landerer. “The workforce of tomorrow will look very different from today’s. We help individuals not just find a new job, but to build a sustainable career path that aligns with emerging trends.”
With a European headquarters and a strong international presence, GTH ensures that its services are compliant with local laws, culturally sensitive, and tailored to the socio-economic realities of each area.
“A misstep in compliance can be incredibly costly—not just financially, but also in terms of brand reputation,” Landerer warns. “We help our clients avoid these pitfalls by providing expert guidance tailored to each jurisdiction.
“Job loss is one of life’s most stressful experiences,” Landerer concludes. “Our job is not just to find people new employment—it’s to restore their confidence, dignity, and sense of purpose. That’s what true outplacement is about.”
