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.
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.
Redeployment gives employees whose jobs are at risk the chance to find a new job at the University.
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
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
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.
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:
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.
- 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.
Employees that are pregnant or take most types of family leave have a priority status in the URP once selected for redundancy, as required by law. The start and end for the duration of priority status is shown below.
The duration of this priority status starts when the University is notified of pregnancy.
The end of priority status ends 18 months from either:
This includes any time spent in this period on maternity leave or other statutory leave.
This is effective from:
Employees whose pregnancy ends after 24 weeks are entitled to maternity leave and the priority status above.
This is effective from:
This applies to the primary adopter only. The partner would take paternity/partner leave.
This period of priority status starts at the beginning of adoption leave and ends 18 months from:
This includes any time spent in this period on adoption leave or other statutory leave.
This is effective from:
If the employee has also taken maternity or adoption leave, the above priority status applies instead.
Priority status starts at the beginning of SPL. The period ends, if less than 6 weeks of SPL is taken, at the end of SPL.
If 6 or more continuous weeks of SPL is taken, priority status will end 18 months from:
This includes any time spent on statutory leave.
This is effective from:
There is no priority status for this type of family leave.
If an employee is selected for redundancy and has priority status, confirmation of their priority status and the duration of the status will be confirmed to them in writing by the Employee Services Hub (HR).
Where an employee has priority status in the URP, they have the right to be offered a suitable alternative vacancy at the same grade, if one is available. For roles at a lower grade than their current role, they can apply and be considered in line with the normal redeployment process. For roles at a higher grade than their current role, they can apply and be considered in the normal way and outside of any redeployment process.
The redeployment process differs for individuals with priority status:
If you remain in the URP after your priority status comes to an end, then the normal redeployment process will be followed from the day after your priority status ends.
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
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:
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.
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.
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.
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.
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.
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.
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.
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.
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’.
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.
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).
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.
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.
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.
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.
