Metal mechanics, electronics, trade is where redeployment is concentrated. Umana shortens time to 4.1 months

Metal, plant and electronics with 41%, but also trade and services with 18%, followed by chemicals, pharmaceuticals and oil with 9%. These are the sectors where outplacements of workers are concentrated, with shorter time frames and better job opportunities. The average outplacement time drops to 4.1 months, according to the 2025 Report of Man and Company, the Umana Group's outplacement company, down 10% compared to 2024. The acceleration of outplacement mainly concerns management roles with the average time to find a job shortening by one month to 4.3 months in 2025 compared to 5.3 months in 2024. "The labour market is becoming more and more responsive and efficient in its outplacement processes: the time to find a job is getting shorter and the stability of new opportunities is growing," interprets Roberta Bullo, Director General of Uomo e Impresa. "The data in our report show a significant reduction in average times, with an acceleration particularly evident for management roles. At the same time, the share of permanent contracts is increasing, a sign of renewed confidence on the part of companies and a higher quality of professional reintegration," adds Bullo.

Time is shortening but not at the expense of the quality and stability of new jobs. In fact, more than half of the people relocated, 55 per cent, had a permanent contract, a sharp increase from 38 per cent in 2023 and 52 per cent in 2024. Moreover, 76 per cent of the assisted persons achieved a job position of similar or higher value than the one they had.

Among the most represented of those entering a transition path are executives and white-collar workers: 30% of the candidates accompanied by Man and Company are concentrated in each of these classifications. However, the other categories are also growing: blue-collar workers rise from 5% in 2024 to 14% in 2025, while middle managers rise from 24% to 26%. An evolution that signals how transition and professional development paths are increasingly involving all job roles.

The over-50s continue to represent the largest share of candidates, at 60% in 2025, slightly down from 63% in 2024. On the other hand, the 40-50 age group grows, reaching 29% (they were 25% in 2024), while the under-40s are 11%, slightly down from 12% in the previous year, partly as a result of companies' retention policies to retain younger profiles with up-to-date skills.