Redeployment process guidance

The page contains information about the University’s redeployment process. It explains what redeployment is, who it applies to and when, and how the process works.

Redeployment policy

The University is committed to the delivery of research and education of the highest quality. Continuity of employment is an important element in achieving this. It is also the case that change is a regular and important part of the University maintaining a competitive and sustainable position and, over time, some activities will need to cease and new activities develop. The redeployment of staff from one activity to another has a key part to play in helping to ensure a balance between the need for continuity and the need for change.

Effective reallocation of work and/or redeployment retains valuable skills and knowledge within the University, contributes to the creation of a positive work environment and meets the University's moral and legal obligations. It should also provide the University with means to achieve a broader skills base and a more flexible workforce in the longer term, whilst accepting the need to create/recruit new skills and talent where appropriate.

The University's aim is to minimise the number of involuntary redundancies. Accordingly, where an individual has been given notice of redundancy, the University will support that individual to identify possible redeployment opportunities. It also aims to minimise the number of redundancy cases, coming forward, by seeking, where possible, to identify opportunities to redeploy individuals prior to any formal redundancy situation being instigated, whilst operating at all times within a framework that assures quality, and addresses equality of opportunity and diversity issues. 

What is redeployment?

Redeployment gives employees whose jobs are at risk the chance to find a new job at the University.

Who it applies to and when

Redeployment applies to employees who are either:

-      at risk of redundancy
-      needing to be redeployed for a non-redundancy reason


Employees may be involved in a potential redundancy situation if:

-      there’s an organizational restructure, meaning their job no longer exists in its current format
-      there’s a reduced need for the work they were employed for
-      the work they were employed for ceases
-      funding for a specific project ceases
-      they come to the end of a fixed-term contract where the contract was for reasons other than cover

Redeployment for a non-redundancy reason

Due to medical and/or disability

An employee can be redeployed if no longer able to continue in their current role, due to disability and/or other medical reasons, after full consideration of possible reasonable adjustments.

The following link provides further information on redeployment of staff for reasons other than redundancy

Non-eligibility for redeployment

When a fixed-term contract ends for reasons other than redundancy (including cover) the employee will not qualify for redeployment.

If your role is at risk of redundancy, you should bear this in mind when considering new jobs as part of redeployment. Accepting a fixed-term position to provide cover means you won’t be entitled to a redundancy payment once the new fixed-term position ends. If the cover role is for less than 6 months, it may be possible to defer the redundancy date, but this will depend on the specific circumstances of the case.

Suitable alternative employment

For an employee to be redeployed, they must accept an offer of suitable alternative employment.

Suitable alternative employment is a job that an employee can reasonably be expected to undertake, where:

The University Redeployment Pool (URP)

When you’ve been formally notified that your job is at risk, you’ll be added to the university redeployment pool. The pool permits access to our redeployment job board, and visibility of all new job openings before they are advertised more widely.

How long you stay in the redeployment pool is determined by the length of your notice period plus the period for any required training.

You can access our redeployment job board here

You must now set up job alerts on the redeployment job board. Once active, relevant vacancies are shared with you daily to the email you provided. Redeployment job alert (PDF, 252kB)

If you need this document in an accessible format please contact your Resourcing Business Partner.

Eligibility and advertising

-      Staff at risk of redundancy are eligible to apply for jobs at their current grade or below.
-      New roles will be advertised on the redeployment job board for five working days.

Your responsibilities during redeployment

You are expected to be pro-active in your efforts to secure a new job while in the redeployment pool. This includes:

-      Working with local management and HR to find potential redeployment opportunities, for instance assisting in grant or other applications for further funding.
-      Applying for suitable vacancies, based on the redeployment eligibility criteria.
-      Being open to trial periods and engaging with any required training needs

Local responsibilities during redeployment

Your line manager and other local management, supported by HR Business Partners must make sure that local opportunities for redeployment are explored as part of workforce planning. This includes:

Naming on grants:

Authors of research grants should take any staff at risk of redundancy into consideration when deciding who to name on any grant before the application is submitted.

Temporary cover:

Where short-term roles or tasks need to be covered, any staff at risk of redundancy should be considered prior to or instead of engaging temporary staff.

Other staffing changes in the faculty or division:

Any staff at risk of redundancy should be taken into consideration when other staffing changes occur, like adjustments to work patterns or voluntary redundancy for other members of staff.

The redeployment process

  1. An employee is confirmed as at risk and eligible for redeployment;
  2. The employee is added to the redeployment pool by HR;
  3. Job alerts are set up on redeployment job board by the employee, for vacancies at their current grade or lower;
  4. The employee receives notifications of vacancies at their current grade or lower;
  5. The employee applies for a vacancy during the five-day window;
  6. The recruiting manager considers all redeployees against the essential criteria for the job;
  7. The recruiting manager invites the redeployee/s to interview or advises that they don’t meet essential criteria for the role;
  8. If interviewed, the selection panel confirms if the employee is appointable;
  9. If appointable, the employee accepts or turns down the job

If successful in securing a new role, redeployment status ends, and the individual is removed from the redeployment pool.

If the vacancy is not deemed to be suitable alternative employment, you should continue to apply for other vacancies during the remaining  redeployment period.

If an application deadline has passed

All employees in the redeployment pool should aim to apply within the 5-day advertising window. Where not possible, you must email your local recruitment mailbox with your intention to apply as soon as possible.

This also applies to instances where an eligible vacancy has been missed, and has moved to internal and/or external advertising.

Support available during redeployment

There are various forms of HR support available for staff during their redeployment period.

Your local Resourcing Business Partner can offer:

-      Guidance on application writing.
-      Interview training.
-      Help on understanding where skills, experience, and knowledge may be translatable to other roles.
-      Signposting to other resources that could support your redeployment journey.

Your HR Business Partner can also provide advice and guidance throughout the redeployment period.

The selection process

Job applications received during redeployment are treated in the same way as any other main staff recruitment. You can read guidance on this at practical guidance/selection

Before deciding to apply to a vacancy, it’s a good idea to discuss the job with your current Line Manager, and informally with the recruiting manager. You might also choose to discuss with HR.

Applying for vacancies advertised more widely

If you find a vacancy of interest through the University careers site, at a higher grade than your current role, you can apply and be considered in the normal way and outside of any redeployment process.

Determining suitability for the role

While at risk, you have a legal right to be considered for suitable alternative employment.

The recruiting manager and selection panel are responsible for deciding if you are appointable to a job. If you do not demonstrate that you meet all the essential criteria through the selection process, they must consider if you could perform in the role after reasonable training.

In this scenario, your HR Business Partner and the recruiting manager will assess what amounts to ‘reasonable training’.

Trial periods

A job trial is a period spent on the job and helps the employee and recruiting manager assess if it is right for both sides.

You may be offered a trial period when:

-         The new job is  different from your position at-risk
-         You may be suitable for the job after receiving reasonable training.

Trial periods can last between four and twelve weeks. The length of the trial depends on the type and duration of any training needed. If offered, you can request a minimum trial period of four weeks.

Whatever the agreement, the details of the trial period will be clearly outlined in a formal letter from HR.

Assessing a trial period

A job trial is a two-way process, and both the trialist and the recruiting manager should set it up for success. This includes:

-         The recruiting manager setting out a clear and reasonable statement of performance standards
-         The trialist receiving a set of achievable objectives for the trial period
-         Regular, recorded meetings with your new line manager to monitor progress

(and trade union representative, where requested), the Line Manager (and the HR Manager where appropriate).

The ending of a trial period

If you decide not to accept a new position at the end of a successful trial, and no other suitable vacancies have been identified, your current employment will end at this point.

When performance standards and objectives have not been met satisfactorily at any point during or at the end of the trial period, your employment may be terminated, providing that:

-         There is sufficient evidence to confirm this
-         No other suitable alternative vacancies exist, including a return to your previous position if vacant

If your employment is ended on this basis, your redundancy will be confirmed. You may receive a statutory redundancy payment calculated to this employment end date.

Where the University ends your employment for any other reason, for instance gross misconduct during the trial period, redundancy does not apply and you will not receive a redundancy payment.

Redeployment and Salary

If you accept a new position at the same grade as your at-risk job, your salary level will be matched. Where your new position is at a lower grade, you’ll be paid at the top spine point available  on the new grade.

Turning down an Offer of Suitable Alternative Employment

In normal circumstances, you are expected to accept a redeployment opportunity at the same grade.

If you do not think the job is suitable, you must inform the recruiting manager and HR Business Partner in writing. If you do not, you could lose your right to any redundancy payment.  

You’ll need to have a valid reason for why it’s not suitable. For example:

-         Lower pay makes the job financially non-viable for you
-         The location or hours of work impacts your out of work responsibilities, like caring or family life disruption
-         A disability and/or health issue means you can’t operate in the job as intended

Your HR Business Partner and the recruiting manager will make every reasonable effort to remove any barrier to redeployment, like exploring flexible working arrangements or offering a trial period.

Who to Contact

Contact your Resourcing Business Partner for questions or issues related to:

-         Support available to employees during the redeployment period.
-         Technical problems with the redeployment job board or application process.

All other HR queries on redeployment or redundancy should be directed to your local HR Business Partner.