Outplacement Services in NSW, Delivered Wherever Your Team Is
NSW Outplacement & Career Transition
Progressional provides high-touch outplacement and career transition programs for organisations across Sydney and NSW
Why NSW organisations choose Progressional
Handling career transition well is a leadership choice, not a compliance step. This is what that looks like in practice for organisations across NSW.
Australian employment market expertise
Applied to Sydney and regional NSW conditions.
Genuinely personalised coaching
One-to-one support, not a shared login to a job board.
Structured, outcome-focused programs
Across Executive, Leaders & Professionals
Integrated wellbeing support
Alongside practical career coaching
Measurable outcomes
Reported back to the organisation, not just the individual.
A partnership with HR and leadership
From planning through to program close, delivered in person or virtually.
Four ways we support NSW career transitions
01 — Career Direction
Clarity on strengths, goals and realistic, aligned next steps — before the job search starts, not after.
02 — Personal Brand.
Resume, LinkedIn and personal positioning refined for how Victorian employers actually hire.
03 — Coaching, Wellbeing & Growth.
Professional coaching blended with wellbeing support through what is, for most people, a genuinely disorienting time.
04 — Job Search Strategy.
Practical, proven techniques — networking, interview preparation and market positioning — matched to seniority.
Workforce restructures in NSW: what the law requires, and what good support looks like
A statutory payment and outplacement support are not the same thing and confusing the two is one of the most common gaps we see in NSW restructures.
What the Fair Work Act requires: When a role is eliminated, the National Employment Standards set a minimum payment ranging from four weeks (1–2 years' service) to sixteen weeks (9–10 years' service). It's a payment. It isn't support finding the next role.
Where NSW differs: unlike Victoria, NSW never referred its public sector industrial relations powers to the Commonwealth. NSW public sector employees sit under the Government Sector Employment Act 2013 rather than standard NES rules, often with more generous terms through enterprise agreements, and the Industrial Relations Commission of NSW handles state-system disputes rather than the Fair Work Commission.
Outplacement sits alongside these entitlements as voluntary support which includes coaching, resume work, interview preparation and job-search strategy. That actually helps someone move into their next role. For a fuller breakdown, see Statutory Entitlements vs Outplacement: Key Differences for HR Teams
Organisations Who Trust Us
We are proud to be trusted by organisations from all industry sectors and sizes. We help them to show their people that they care.
Meet the team supporting NSW organisations
Our core team is based in Melbourne and works with NSW organisations in person and virtually, so Sydney and regional NSW teams receive the same standard of support.
Adam Kurdas
Commercially minded leader with deep experience guiding organisations through change.
Conce Ferraro
Multidisciplinary background spanning business improvement, education and coaching.
Paul Hallam
Co-founder of Six Degrees Executive, with a career spent connecting people to opportunity.
Insights
At Progressional we use and share knowledge, reflections and perspectives to help people learn and grow. Take a look.
FAQ — Common questions from NSW HR teams
Most programs can begin within a few business days of a signed agreement. For larger group redundancies, we recommend engaging us before dates are announced, so briefing, drop-in support and manager coaching are ready on day one.
Yes. Programs are delivered in person and virtually across NSW, including Sydney CBD, so organisations and their people receive consistent support regardless of location.
Yes. Programs range from one-to-one coaching for individual departures through to structured group programs for larger restructures, plus tailored solutions built around your timeline and headcount.
Typically six to twelve months, depending on program level and role seniority. Executive programs generally run longer, reflecting the length of a senior job search.
Yes. Executive and senior leadership transitions are handled discreetly, with coaching arranged away from the office where needed.
No. Redundancy pay is a statutory entitlement under the Fair Work Act. Outplacement is separate, voluntary support that helps someone actually move into their next role.