Legal Tech in separation processes

Legal and HR departments are constantly facing new challenges in separation processes. Amicable separation negotiations often fail because employees cannot be offered alternative employment opportunities outside the company. However, dismissal protection lawsuits carry the risk of an uncertain outcome and significant liability for continued salary payments during the litigation period for the employer.

Together with our exclusive partner Talent-Placement, we help you with amicable and contentious separation processes.

Talent-Placement offers a cost-effective, innovative outplacement approach that supports every career stage in the job search. With access to the largest job database in Europe and an AI-supported search solution, employees are also given access to the hidden job market outside of the application portals. This alone accounts for 70 percent of the job market. In this way, employees can be placed with companies even before they advertise a position. With the help of talent placement technology, applications are sent to around 300 identified companies via employee e-mail. Employees are guided closely through the entire application process and receive comprehensive online application training. As a result, the success rate of Talent Placement is 90 percent.

Process Talent-Placement

Employee agrees to digital outplacement by:

Amicable separation processes

With this attractive AI outplacement offer, Littler provides you with efficient and budget-oriented support for amicable separation processes. This means that employees can carry out AI outplacement in the run-up to separation processes or as part of the separation conditions in the termination agreement.

Transformation processes and mass proceedings

AI outplacement can also be offered as part of the services of a social plan as well as before and in a transfer company in mass proceedings - optimally organized via our legal tech tool Littler view.

Disputed separation proceedings

In connection with disputed separation processes, our legal tech solution minimizes the risk of default of acceptance. Employees can be offered AI outplacement in the event of unfair dismissal claims.

For employees who are not prepared to do this on a voluntary basis, Littler has developed an exclusive solution in collaboration with Talent-Placement to avoid the risk of default of acceptance. Littler provides Talent-Placement with anonymized information such as professional qualifications, location and search radius. Talent-Placement then identifies suitable vacancies (usually up to 300). These positions are offered to employees with an invitation to apply. If the employees do not accept the offers, they may, under certain circumstances, lose their entitlement to the employer's default of acceptance wage because it can be assumed that they have maliciously failed to earn money elsewhere. In this way, we reduce your risk of default of acceptance and at the same time increase your employees' willingness to settle.

Employee does not agree to digital outplacement: