Low Cost Outplacement Options: How to Support Employees Without Breaking the Budget
When companies go through layoffs or organizational shifts, one of the most overlooked—but impactful—steps is how you support the employees you're letting go. Outplacement services can play a critical role here. But many employers, especially small and midsize businesses, assume they’re too expensive.
The good news? There are now more affordable and effective outplacement solutions than ever. In this article, I’ll walk you through what to look for, how to evaluate low-cost outplacement options, and why support doesn't have to come with a hefty price tag.
Why Offer Outplacement in the First Place?
Let’s start with the why. Offering outplacement services isn’t just a kind gesture—it’s also a smart business decision.
When you provide structured support to departing employees, you’re helping them move on faster, preserving your employer brand, and reducing legal risk. According to SHRM, organizations that offer outplacement are also more likely to retain the trust of their remaining workforce and avoid reputational damage during challenging transitions (source).
What Makes Outplacement Expensive?
Traditional outplacement services have typically been geared toward executives, offering high-touch coaching packages that can run into the thousands per employee. The costs often include:
In-person coaching sessions
Extended timelines (60–180 days)
Customized career plans
Office space or job center access
For some companies, especially larger ones undergoing big workforce reductions, this level of support might be appropriate. But for most small and mid-sized businesses—or even large ones looking for scalable support—there are now better options.
Affordable Outplacement: What It Looks Like Today
Modern outplacement services have evolved. Thanks to AI, remote technology, and self-serve platforms, businesses now have access to high-quality support at a fraction of the cost.
Here’s what low-cost options might include:
Virtual access to tools and coaching instead of in-person meetings
Short-term programs (e.g., 30 days instead of 90)
AI-powered platforms that scale efficiently
Group coaching or on-demand resources instead of 1:1 sessions
One example of this modern approach is our virtual outplacement service, TurboTransitions, which provides access to both dedicated human career coaches and an AI-powered career platform called PruE AI.
PruE includes tools like a resume builder, cover letter generator, interview prep chatbot, LinkedIn optimizer, and more. These features give employees everything they need to launch their job search efficiently without the typical price tag of traditional programs.
Entry-Level and Hourly Roles: Even More Affordable Options
If you're supporting frontline, entry-level, or hourly workers through a transition, you’ll want to look for programs designed specifically for that audience. Many traditional outplacement services aren’t built with their needs in mind.
That’s where our sister company, ShiftAgain, comes in. ShiftAgain offers budget-friendly outplacement services tailored to hourly employees. These include career tools, resume help, and job search resources—all presented in a user-friendly, no-frills format.
When you're navigating layoffs that affect warehouse staff, retail workers, or frontline roles, it's crucial to choose an outplacement solution that understands those job paths and provides practical, accessible help.
How to Evaluate Low-Cost Outplacement Vendors
Not all “affordable” solutions are created equal. Here’s how I recommend evaluating providers:
What’s included in the base cost? (Make sure there’s no hidden upselling for basic features like resumes or coaching.)
Is the support virtual or in-person? (Virtual tends to be more cost-effective and scalable.)
How long do employees have access to the platform or coach?
What do actual users say? (Look for reviews or testimonials.)
Does the service align with your employee demographics?
Key takeaway: Choose an outplacement partner that fits your budget but still delivers meaningful value to the people you're supporting.
FAQs: Common Questions About Affordable Outplacement
Is free outplacement support effective?
Free services like local job centers or unemployment programs can be helpful, but they don’t provide the same structured support, speed, or results as dedicated outplacement tools.
What’s the average cost for low-cost outplacement?
Modern platforms can offer packages starting at a few hundred dollars per employee, depending on the level of support and access.
Can I get outplacement support for just one or two employees?
Yes. Many services today—including TurboTransitions and ShiftAgain—offer scalable options that work for individual exits or larger workforce changes.
How long should the support last?
Most budget-friendly plans run 30 to 60 days, giving employees enough time to get guidance, build job materials, and start applying.
What’s the biggest mistake small businesses make during layoffs?
Not offering any kind of support. It might seem like a cost-saver in the short term, but it can damage morale, reputation, and even invite legal challenges.
In Summary: Support Doesn’t Have to Be Expensive
You don’t have to sacrifice quality to support your team. Whether you're letting go of a few employees or navigating a larger workforce change, there are outplacement services designed to meet your needs—and your budget.
Low-cost doesn’t mean low-value. With platforms like PruE AI and affordable options through TurboTransitions and ShiftAgain, you can offer compassionate, practical help to employees who are moving on.
When employees feel supported, they land faster, speak more positively about your company, and help preserve your reputation. That’s not just good HR—it’s good business.
Tags: low cost outplacement options
Author: Reid Alexander
Disclaimer: This content is for informational purposes only & not intended as professional legal or HR advice. Consult with qualified professionals for advice tailored to your specific situation. The author & publisher disclaim any liability for errors, omissions, or actions taken based on this content.