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NS enables its employees to control their own careers. For example, 66 main guards moved on to become train drivers in 2022. In 2022, 403 colleagues completed a career orientation programme (2021: 357). Employees can turn to this platform for services including career guidance, a self-scan of their skills and a CV check. In 2022, we ran a pilot with programmes to retrain employees for high-opportunity professions (healthcare, education, engineering and IT), supporting colleagues who are interested in a career move. We also joined the Academische werkplaats, an initiative of Tilburg University to unite science and practice in career counselling. In addition, in 2022 we concluded a career coaching pilot for retail staff and converted it into a permanent programme.

Preventing redundancies

In the event of organisational developments that have consequences for staff, NS ensures they receive guidance from an early stage in finding new employment within or outside NS. We do this to prevent redundancies. These employees come under the anticipatory job mobility measure and are entitled to benefit from the Social Plan.

In 2022, 51 employees came under the anticipatory job mobility measure. 33% of redundant employees covered by the employment guarantee found another job at NS or elsewhere within the period in which they received guidance.

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