The Outplacement Standard Built on Behavioural Science
Employer Risk Reduction · Legal Mitigation · Career Transition Support · USA · Canada · UK
Section 1
WHAT THIS PROGRAMME WILL DELIVER
A comprehensive, employer-purchased outplacement programme serving departing employees across US, Canadian, and UK jurisdictions
Reduces employer legal exposure by establishing documented mitigation evidence — the critical defence against wrongful dismissal, unfair redundancy, and discrimination claims
Built on the complete Secrets of a Professional Headhunter™ curriculum — 19 instalments covering every stage of the job search, from self-knowledge through to offer negotiation
Gateway RutherfordINTEL™ Assessment included — gives departing employees science-backed clarity on aligned career directions and transferable strengths
Access* to the Rutherford Talent Guild™ & On-Demand Consultant Clearinghouse™ — connects qualifying* participants to vetted fractional, interim, and full-time opportunities
Documented participation tracking — critical for employers: provides evidence the programme was offered, accepted, and actively utilised
Delivered digitally — no physical infrastructure required; deployable globally within days of separation
Section 2
THE LEGAL RATIONALE
Across US, Canadian, and UK employment law, a dismissed employee has a duty to mitigate their losses. When an employer provides bona fide outplacement services and the employee declines or underutilises them, courts and employment tribunals consistently reduce — or eliminate — the employer's damages exposure.
The Rutherford Outplacement Programme™ transforms that duty to mitigate from a passive legal concept into an active, documented instrument. Participation records, assessment results, and curriculum completion data are available to legal counsel if required.
Section 3
DESIGNED FOR
CHROs and HR Directors managing workforce reductions, restructurings, or individual separations
General Counsel and employment law advisors seeking documented mitigation evidence
CFOs evaluating the cost of wrongful dismissal exposure against the cost of outplacement
PE sponsors and family offices managing talent transitions through portfolio company transactions
Section 4
PRICING ARCHITECTURE (INDICATIVE)
Per-employee programme fee — individual separation pricing (to be confirmed in brief)