Employer branding is usually associated with how a company treats the employees who remain with the organisation — the benefits it offers, the workplace atmosphere and the flexibility it provides. Less attention is paid to the fact that an employer’s reputation is shaped just as strongly when an employee leaves the company. In fact, dismissal — rather than onboarding or an annual performance review — can become the most emotional and memorable moment in the entire employee–employer relationship.
Why the Way a Company Handles Layoffs Affects Its Reputation
According to Gallup, employees who feel that their organisation genuinely cares about them are 59% less likely to look for another job. Although this statistic relates to the engagement of employees who remain with a company, the same principle also works in the opposite direction.
Employees who are being laid off and receive professional, empathetic support are less likely to post negative reviews on LinkedIn or Glassdoor. They are also more likely to maintain good relations with their former employer and — importantly from a recruitment perspective — may return to the organisation in the future or recommend it to others.
In its 2022 guidelines on mental health at work, the World Health Organization clearly indicates that an employer’s responsibility for employee wellbeing does not necessarily end on the final day of employment. Companies that understand this treat offboarding — including outplacement programmes — as a natural extension of their wellbeing policy rather than merely an HR formality.
A Layoff as a Critical Moment for Both the Employee and the Employer Brand
From the employee’s perspective, losing a job remains one of the most powerful life stressors. It activates the body’s stress response, increases cortisol levels and can lead to specific, measurable consequences, including sleep problems, muscle tension, reduced immunity and low mood.
From the employer’s perspective, this difficult and emotional moment — often observed closely by the entire team — becomes one of the strongest tests of whether statements about “caring for people” included in the company’s values are reflected in its actual behaviour.
Traditional outplacement, limited to CV writing assistance and interview preparation, addresses only the professional dimension of job loss. Wellbeing, however — understood in line with Gallup’s model as a combination of physical, psychological, social and financial wellbeing — requires more. It calls for practical support for both the body and the mind at a time when they are under considerable strain.
Why Comprehensive Care Is Not an Optional Extra, but a Standard of Responsible Outplacement
Comprehensive care within a health-focused outplacement programme should not be treated as an additional employee benefit. It should form part of a responsible approach to supporting people who are leaving an organisation.
Job loss can trigger psychological and physical reactions at the same time, including anxiety, tension, a loss of control, sleep difficulties, neck and shoulder pain, and problems with breathing.
Effective support should therefore include both conversations with a psychotherapist, who can help the individual process difficult emotions, challenge negative beliefs and regain a sense of agency, and osteopathic support focused on the body, physical tension and the regulation of the autonomic nervous system.
For an employer, such a programme sends a clear message that outplacement is not merely a formal element of restructuring. It is a genuine initiative designed to support a person through one of the most difficult periods of their professional life.
Helping Employees Regain Balance, Relaxation, and Mental and Physical Comfort During a Difficult Transition
Companies planning responsible outplacement programmes can include the health support available at the 3xZdrowie centre in Kraków.
This type of assistance can become a practical part of the employee departure process, demonstrating that the organisation is concerned not only with the formal aspects of termination, but also with the wellbeing of the person leaving the company.
Companies interested in implementing a health-focused outplacement programme for their employees can contact the 3xZdrowie centre in Kraków.
The information contained in this article is provided for general informational purposes only and does not replace consultation with a doctor, psychotherapist or osteopath. Anyone experiencing severe anxiety, symptoms of depression or thoughts of giving up should seek support from a qualified mental health professional.
