Employment Assurance Plan

Benefits for Hiring Organisation

The Employment Assurance Plan strengthens your hiring offer — signalling that you’re serious about supporting people, not just hiring them. It reduces rehire costs, improves candidate acceptance, and reinforces your employer brand as credible, caring, and confident.

Benefits for Candidates

For candidates, the Employment Assurance Plan brings peace of mind. By offering structured support if things don’t go to plan, it helps reduce anxiety around leaving a secure job and creates a more positive, trusting start to any new role.

How it works

Purchase: The Plan is purchased by employers or recruitment partners and activated as part of the recruitment process — typically for roles where confidence and continuity matter most.

Activation: Coverage begins as soon as a candidate accepts an offer. From that point, the plan supports both parties in the event of certain early-stage hiring outcomes.

Assurance Events: The Plan addresses scenarios like offer withdrawal, delayed starts, misaligned expectations, early exits and more — with clear outcomes defined in your TalentRisk agreement.

Support Process: If an assurance event is triggered, the candidate or employer initiates a simple fulfilment request. TalentRisk reviews each case with care and efficiency, ensuring fast, fair resolution.

Duration: Assurance typically lasts through the candidate’s probation period, but this can be customised — from 3 to 12 months — depending on role, level, and employer preference.

Renewal: Organisations can renew their plan based on annual hiring volumes, role types, or departmental needs. We keep it simple, scalable, and tailored to your hiring rhythm.

For Candidates

• Rescinded job offers: When an accepted offer is unexpectedly withdrawn, we provide financial backing to help candidates manage the impact and move forward.

• Delayed start dates: If the employer must postpone a confirmed start date, the Plan ensures candidates aren’t left in limbo without income or clarity.

• Early exits (non-disciplinary): If a candidate’s role ends early for reasons outside their control — such as cultural misfit, role change, or internal realignment — we step in to provide a buffer.

• Job misrepresentation: When the role or company differs significantly from what was communicated, support helps candidates reassess and transition out safely.

• Corporate events: Mergers, restructures, or budget freezes that impact a newly accepted role are covered — offering candidates a degree of certainty in uncertain times.

• Relocation breakdown: If a move falls through after the candidate has accepted, and the job is no longer viable, the Plan provides compensation for the disruption.

In each case, support is activated by the employer and fulfilled according to the terms agreed — typically linked to a portion of the candidate’s starting salary.

For Hiring Organisations

• Candidate withdrawals: If someone backs out after accepting, the Plan can help offset the cost of restarting the process.

• Early probation exits: When a new hire leaves within their probation (for non-disciplinary reasons), we support with financial cover or rehire credits.

• Start date delays: If business conditions delay onboarding, the Plan provides goodwill payments to help preserve trust and reputation.

• Rescinded offers: Sudden shifts in headcount, funding or strategy? The Plan protects your brand — and your budget.

• Restructuring: Internal changes that affect new hires can be managed more smoothly with Plan support built in.

• Relocation challenges: When logistical issues prevent a new hire from relocating, we help cover the cost of course-correcting.

The value of each employer payout is capped and tiered, based on your chosen plan level — with complete control over role eligibility and volume.