Future-oriented avoidance of disputes, social selection, dismissal, court proceedings and irritation in the workforce.

For about 30 years we have been developing classical outplacement, fair mutual separation management, application strategies on all 8 runways, professional job search, inverse headhunting, DirectPlacement, opening of the hidden market, matching, career consulting and coaching into our successful concept NewPlacement.com.
On our website you will find a variety of information in the directory and the horizontal sliders around all phases of career change.
However, the analysis of your personal starting situation, severance arrangements in the set screw model, external image of your current resume/digital self beyond the formal as well as your chances on the labor market (market maturity) and the necessary process steps can only be provided by a personal non-binding informational interview (telephone, video, presence in 60 cities).

A cleverly designed severance payment
A severance agreement with a cleverly divided severance payment is used in the case of professional terminations to avoid social selection, reinstatement or proof of person-related reasons. A fair, relaxed and future-oriented severance agreement includes a NewPlacement coaching of your choice (coach, method) until success, where you save income tax and VAT as well as receive an additional subsidy from the company. The future-proof Out/NewPlacement fee can be financed by the tax advantages through a net settlement of half the amount and topped up by the favored subsidy from the company.In addition, a missing amount can be supplemented by an installment model in relation to the new salary (for the first time in the following month after commencement). Generally, the severance amount is negotiated as a factor (0.5-1.0) x years of service) times the last monthly salary (annual gross salary incl. bonus etc. divided by 12). In this context, 0.5 is a general starting point (courts), unless there are social plans with a higher factor that can be taken into account. The severance pay can be topped up by a sprinter bonus (50-100% monthly salary) for leaving early. This creates a direct return on investment of the Out/NewPlacement fee for both sides (saving of incidental costs/leasing/bonus for remaining term even at 100% for the company). See also


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Contents of termination agreement (no legal advice, excerpt)
Full months/pro rata Severance amount (absolute) Unemployment benefits, lock-up period, necessary clause Length of service (e.g. Successor company) in years Company car, time of handover, takeover Factor per year of service (usually 0.5-1.0)





Leave of absence, (irrevocable) Transfer of fees for NewPlacement by company, offset against severance payment (usually 0-50%) Cell phone & computer, takeover or handover, telephone number handover, telephone number Annual gross salary, basis of agreement, monthly salary divided by 12



Communication, internal and external
Competitive exclusion, (partial) waiver Notice period, note from employment contract Monthly salary including fringe benefits, basis for multiplication by factor (e.g.B. 0.5) Secondary employment, permission, exclusion Competition Reference, personal, willingness, definition Donor Sprinter bonus (in %) for each month (leaving before end of agreement)





Tax-exempt Out/NewPlacement of NewPlacement AG (support job search until successful/guaranteed)
Inheritability of benefits from termination agreement End of agreement, taking into account notice period of employment contract Variable share (bonus) in the period of release, determination


Directory, here you may find further contents Reference, overall assessment Reference, concluding paragraph with proactive motivation to change Reference, job title (target focus) Reference, originator draft (NewPlacement coach) Interim reference NewPlacement AG's set screw model helps to determine all parameters, even disputed ones, in a mutual compromise without dispute and court. Contentious disputes block both sides for months and in the subsequent application process, necessary personal references often have to be dispensed with.








When negotiating termination agreements, the separation should not be dramatized. Fairness, relaxation and a focus on the future should be at the forefront of this win-win instead of disappointment, anger and fear for the future. The NewPlacement-Coach supports you already in the free and non-binding informational interview thereby, all aspects (setting screws) against each other to weigh and for relaxation to provide.

Blocking periods unemployment pay (12 weeks/no legal advice)
The cancellation agreement should terminate the employer-employee relationship instead of an imminent operational or personal notice. It is imperative that the contractual remaining term after a termination be observed. The severance payment should be up to 0.5 monthly salaries per year of employment. The costs for the NewPlacement/OutPlacement consultation are not part of the severance payment and can be paid additionally. About the tax exemption see link above.

The NewPlacement coach can play an important role in the necessary relaxation as well as avoidance of disputes and future-blocking legal proceedings due to his experience.