Repatriation After Expat Assignment — Negotiated Exit + Outplacement | NegoAndCo
HR Case Study: Repatriation — negotiated exit & career protection
NegoAndCo case • HR negotiation • conventional resignation • re‑employability
❓ What is the main problem?
The situation calls for a negotiated exit to protect health, reputation and future employability, with the company’s buy‑in.
🏢 What is the background?
- Age 48; **Polytechnic engineer**; **23 years** at **Bank B**.
- DG posted in **City C**, covering **Countries C & D** for 3 years; stellar results; limited influence at **HQ** in Paris.
- Role cut (Sep 2012); **expat contract ends in August**; successor appointed but **new to the file**.
- No suitable roles in France; spouse (ENA) not working; common pattern of African DGs being 'forgotten'. Goal: use contract end to **negotiate exit**.
🎯 What was NegoAndCo’s mission?
Lead the employer to accept an amicable termination — often called a conventional resignation — while preserving the employee’s image and psychological health.
📈 Key success metrics
💰 What were the results?
- €310,000 **severance**.
- Secured **18‑month outplacement** worth €35,000.
🧩 What are the lessons learned?
In scenarios like this, a conflict‑free negotiation secures the financials, protects health and market image, and accelerates re‑employability — often with a better risk/benefit than litigation.
🚀 Conclusion: from risk to a secured exit
A tailored negotiated exit strategy turns uncertainty into a managed transition — financed and reputation‑safe.
📚 Learn more
See also: negotiated exit, amicable termination, re‑employability.
👉 Facing a similar situation?
Speak confidentially with a NegoAndCo consultant: get in touch.