November 20, 2018

Toronto, Canada


Mercer’s 2018 Outplacement Survey finds that while outplacement services are commonly provided, they may not provide the services modern employees require in their transition


Mercer, a global consulting leader in advancing health, wealth and career, and a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), today announced that employee outplacement services – typically provided by employers to employees who are terminated – lag the pace of innovation which is needed to build the workforce of the future.


The findings come as part of Mercer’s 2018 Outplacement Survey. According to the survey, although 8 in 10 Canadian employers (82 per cent) offer outplacement services to employees who are terminated, just eight per cent rate their outplacement services – often legacy services – as industry‑leading or innovative.


Outplacement services must be modern, robust and meet employees’ career transition needs in the modern workplace,” said Eleana Rodriguez, Career Products Market Leader at Mercer Canada. “In the modern economy, that’s more than just help with a resume – like everything else, outplacement services must be digital‑first.”


Other findings of the survey include:


  • Outplacement is most prevalent among Canadian Energy/Mining (81 per cent), Other Non-manufacturing (100 per cent) and Consumer Goods and Life sciences (84 per cent) organizations;
  • Canadian Employers that measure effectiveness do so by tracking utilization (32 per cent), positive brand impact (11 per cent), and cost (3 per cent); and
  • More than 3 out of 4 Canadian employers (76 per cent) said they provide different lengths of outplacement services to different employee levels.

Career transition services are becoming a key process within the HR service portfolio. According to Mercer’s 2018 Global Talent Trends Study, digital workforce transition is a priority for the C-Suite: 96 per cent of Canadian executives are planning structural changes to enable an agile organization in the coming year. These changes inevitably impact employees, as workforce planning shifts to accommodate the new reality. New jobs are created and others are eliminated. This cycle of change is constant, so demand for services to assist employees in navigating their careers is on the increase. To make the transition as effectual as possible, employers are switching to workforce transition services that include virtual career coaches, electronic job postings, integrated social media, and mobile‑enablement.


Mercer Workforce Transition helps employees land jobs fast with industry-leading technology, 24/7 access, and social networking that drives opportunities and access to unlisted job openings.


“Progressive firms understand that with the rise of social media, terminated employees are still a critical constituency and must be treated well as they leave the company,” continues Rodriguez. “Employers can ensure a strong reputation in the workforce by ensuring employee experience remains a priority at every stage of a worker’s tenure. They ought to provide employees receive the very best assistance as they transition to the next stage of their career. These services are no longer just nice to have – they are an integrated part of a company’s core strategy.”


Mercer delivers advice and technology-driven solutions that help organizations meet the health, wealth and career needs of a changing workforce. Mercer’s more than 22,000 employees are based in 44 countries and the firm operates in over 130 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people. With more than 65,000 colleagues and annual revenue over $14 billion, through its market-leading companies including Marsh, Guy Carpenter and Oliver Wyman, Marsh & McLennan helps clients navigate an increasingly dynamic and complex environment. For more information, visit www.mercer.ca. Follow Mercer on Twitter @MercerCanada.