Strategically manage late career & retirement transitions
Clarity for employees. Continuity for managers. Control for HR.
Aging workforce. No plan. Costly consequences.
By 2030, 1 in 4 Europeans will be over 60. Yet most companies have no structured process for late-career & retirement transitions.
Employees are left anxious. Managers avoid conversations. HR has no visibility.
Unpreparedness hurts everyone — leading to lost expertise, disengagement, and chaotic exits.
Phronetiq platform modernises late career & retirement transitions.
Beyond tick-box workshops, we manage late-career and retirement transition journeys, turning them into a true strategic advantage.
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Clarity: confident preparation for employees
Phronetiq eases the uncertainty of late-career and retirement transitions by helping employees make thoughtful, long-term decisions about their future.
Using decision-science-based methods, our platform guides them through crucial milestones — from structuring daily life after work, to planning meaningful activities, to addressing pressing financial and lifestyle questions that often arrive all at once.
Employees leave with a clear, personalized transition plan that reduces anxiety and builds confidence for their next chapter.
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Continuity: facilitate effective transition discussions for managers
Managers often struggle to know when and how to start conversations around retirement or late-career planning.
Phronetiq provides structured guidelines, insights, and tools that make these discussions respectful, timely, and effective.
Managers gain visibility into employees’ readiness and well-being, access to resources for guiding sensitive conversations, and insights that support succession planning.
The result: smoother handovers, preserved knowledge, and teams that remain engaged rather than disrupted.
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Control: empower HR with seamless retirement transitions insights
For HR, late-career transitions are often administratively complex and difficult to measure.
Phronetiq streamlines this process by providing measurable transition insights, succession planning support, and transparent reporting toolsthat build trust and efficiency.
Our platform makes it easier for HR to track progress, spot risks early, and ensure retirement and late-career exits are handled consistently and respectfully — turning a traditionally reactive process into a proactive, strategic advantage.
A simple, risk-free path to confident transitions.
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Step 1: Inspire
Kick-off seminar
Inspire employees with late-career & retirement insights. -
Step 2: Enroll
Vouchers as a benefit
Employees receive vouchers to join the platform voluntarily. -
Step 3: Engage
Program participation
Employees build plans through sessions & platform. -
Step 4: Measure
Insights & tracking
HR & managers get measurable transition data.
"Before Phronetiq, late-career conversations always felt uncomfortable and uncertain. With the transition plans and conversation toolkit, I finally had the structure and confidence to support my team member. It gave me clarity on their intentions and visibility for succession planning, which I never had before."
- Antoine, manager of a retiring employee, Switzerland
Evidence-based and proven in practice
"Phronetiq has changed the tone of retirement discussions in our company. Employees are more open and proactive, managers feel supported, and the process is no longer a sensitive guessing game. For HR, it means smoother transitions, better data, and much less firefighting."
- Caroline, HR director, Switzerland
Why confident transitions cannot be ignored?
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18% productivity
Late career & retirement worries cut productivity by up to 18%. With clear plans, employees focus better and everyone wins.
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80% of EU firms
Knowledge loss due to sudden late career exits & retirement is a top concern for over 80% of EU firms. We help managers anticipate and reduce knowledge loss.
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25% nearing retirement
With a quarter of the workforce soon retiring, structured, people-centered off boarding processes ensure operational continuity.
Shifting the outdated paradigm
When we design human-centric processes, we build transparency and trust.
Employees feel confident and valued. Companies gain clarity and control. Expertise is passed on with intention, not lost by accident.
From retirement as an ending → to retirement as a designed transition.
From employees feeling discounted → to employees feeling relevant.
From companies reacting → to companies taking strategic advantage.
Because when transitions are done right, everyone wins!
