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Outplacement from 1 June 2025

by Michał Majnusz

17 June 2025

The new Labour Market and Employment Services Act came into force on 1 June 2025 to replace the Employment Promotion and Labour Market Institutions Act. In this context, it is important to highlight the issue of outplacement.

What is outplacement?

Outplacement services are required when 50 or more employees are made redundant over a period of three months.

What does the new legislation do?

The new legislation places greater responsibility on employers to actively support redundant staff during the downsizing process, in particular in their search for a new job.

From 1 June 2025 employers are required to agree with the labour office the level and form of support for redundant personnel, which may include:

job placement,
career guidance,
training, validation of acquired knowledge and skills, and obtaining relevant documentation.

This support is provided through a scheme that can be financed by the employer, jointly by the employer and public administration authorities, or through agreements between organisations and legal entities involving the employer. The scheme lasts for six months from the termination of employment or service relationship.

Under the scheme, employers may also fund a training course for up to six months at the employee's request. Additionally, employees may be referred to a one-off training course organised and funded by the District Labour Office (PUP), which includes career guidance. During the training period, employees are entitled to a training allowance equal to their salary, calculated as for holiday leave, but not exceeding 200% of the minimum wage.

Support for employees – implications for employers

On the one hand, the new legislation strengthens the position of redundant employees by providing them with additional assistance to minimise the negative effects of job loss. On the other hand, it imposes new obligations on employers, extending beyond the standard termination procedures. It also means additional costs and expenses related to employee dismissals.

When planning redundancies, employers must therefore ensure they have sufficient funds to carry out the entire procedure.

Do you need support in interpreting outplacement legislation? Please contact our experts for advice.