The outplacement industry in Australia has evolved far beyond its origins in the downsizing waves of the 1980s and 1990s. Traditionally labelled “outplacement”, the work we do today is far broader and more human-centred. That’s why at Trevor-Roberts, we prefer the term career transition because it better reflects the full range of support people need as they navigate change.
Once seen as a compliance exercise or a gesture of goodwill, outplacement – or career transition – is now recognised as a cornerstone of responsible workforce management and a reflection of organisational values.
The latest IBISWorld analysis reinforces this shift. Today, the industry generates $228.3 million in annual revenue, employs 1,532 professionals, and includes 184 firms, confirming that outplacement remains a stable and essential part of Australia’s professional services landscape. Organisations are increasingly turning to career transition support to protect their brand, support wellbeing and manage complex change across all levels of the workforce.
Yet despite this maturation, several outdated assumptions persist. These misconceptions limit how businesses and individuals understand the true value of contemporary career transition. It’s time to address the most common myths head-on.
Myth 1: Outplacement is only about helping people find a job
In the past, the focus centred on job search assistance such as résumé writing, interview coaching and job boards. These remain essential, because for many people, securing a new role quickly and confidently is their top priority.
But a contemporary career transition approach also focusses on career strategy to support people to work out what’s next. This isn’t always another job in the same path. For some, it may be a new direction such as starting a business, building a portfolio career, undertaking study to enter a new profession, taking a planned career break, or transitioning to retirement. Effective career transition helps people consider all viable options with clarity.
This reflects Trevor-Roberts’ long-held approach. We help people understand what gives them meaning at work, identify their transferable strengths and make thoughtful decisions that bring clarity and confidence. Finding a new role is a key outcome for many, but it sits within a broader process: designing a fulfilling life and career.
So much of a person’s identity is tied up with their work and a redundancy is a forced radical renegotiation of their sense of self. Outplacement support that remains in the tactical arena of resumes and job search risks a negative impact of failing to address a person’s changing self-conception.
Myth 2: Outplacement hasn’t evolved since the 1980s
Modern career transition has moved a long way from its 1980s origins. IBISWorld’s findings, together with our own experience, show the sector’s strong shift towards AI, digital coaching platforms and data analytics to deliver more personalised and efficient support. Hybrid and virtual delivery are now the norm, making services accessible no matter where participants live.
At the same time, we recognise the enduring importance of personalised coaching and face-to-face support, and these remain core elements of our programs.
Trevor-Roberts has embraced this evolution, blending digital capability with the human connection that sits at the heart of every meaningful career transition. Our programs use coaching psychology and career strategy to guide people through both the practical and emotional dimensions of change. Our purpose built platform – including our virtual AI Coach HeyTrevor – provides additional support.
Myth 3: Outplacement is a reactive service used only for redundancies
It’s easy to think of outplacement as something used only when roles are cut. However, IBISWorld highlights a wider trend: organisations are increasingly drawing on career transition support to help people navigate a whole range of workforce changes and not just redundancies. This reflects a broader understanding that transitions occur at many moments in a career, and each deserves thoughtful support.
Career transition programs can play a valuable role during:
- Executive step-downs, where senior leaders are moving into the next chapter, such as a portfolio career, transition to retirement or advisory work.
- Internal restructures, helping individuals assess new role options and make informed decisions about which opportunities best align with their strengths and aspirations.
- Mutually agreed separations, where both parties choose a respectful and supported departure pathway.
- Exits during extended probation, where support helps individuals regroup, rebuild confidence and move into a role that is a better fit.
Alongside these situations, outplacement continues to support people affected by redundancy and broader organisational redesign.
Myth 4: Outplacement is a cost with little measurable value
The business case for high-quality outplacement is strong. IBISWorld confirms that brand protection has become a major driver of demand, as companies seek to manage the reputational risks associated with poorly handled redundancies.
Our own research shows that 72% of former employees become detractors of their organisation after exit. This is a clear signal that how transitions are handled can have lasting repercussions on culture, productivity and talent attraction.
Remaining employees also feel the impact. Poorly managed change fuels anxiety, guilt and disengagement, often triggering a ripple effect of further turnover.
Outplacement is not a cost to absorb. It is an investment in reputation, culture and trust.
Leading with care, clarity and capability
IBISWorld’s latest report makes one insight clear: firms that stand out for quality, reputation and personalised support are best positioned to make a meaningful impact in today’s complex and competitive environment.
At Trevor-Roberts, this is exactly where we lead.
We combine evidence-based practice, human-centred coaching and a deep understanding of how people create meaning through work.
Our goal is simple and enduring: to help people find and experience meaningful work. Moving into 2026, this purpose matters more than ever.
Source:
IBISWorld Industry Report OD5518 Outplacement Services in Australia (December 2025)
