01
Agree the programme boundary
The employer remains responsible for employment decisions, communications and employment obligations. Career support does not substitute for legal advice, notice, severance or other applicable responsibilities.
Before launch, agree who is eligible, the service period, participant entitlements, delivery capacity and how people are invited. Avoid announcing support that has not been scoped and confirmed.
02
Give participants useful support
Depending on the agreed programme, support may include reviewing career evidence, refining a CV, clarifying a target role and preparing for conversations. Managed search or outreach is included only if expressly contracted.
Be clear about effort, inputs and limits. Participation does not guarantee an interview, a new job, a particular salary or continuity of income.
03
Report without exposing private conversations
Agree what the organisation can see about delivery and participation. Use appropriate aggregate or agreed progress reporting; do not assume the sponsor may inspect every private CV or advisory conversation.
Define escalation, withdrawal and end-of-programme arrangements. Participants should know how to access delivered work and whom to contact when support ends.
Discuss the right scope
Use the existing enquiry route for a broad, non-sensitive brief. Do not send candidate or employee records at this stage.
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