REDEPLOYMENT PROCEDURE
1.
2.
3.
4.
5.
6.
7.
8.
9.
9.
10.
Introduction
Scope
Responsibilities
Relationship with Bury Council and Relevant Agreements
Redeployment Due to Redundancy
Redeployment on Grounds of Ill Health
Redeployment Due to Disability
Redeployment due to Capability
Protection
Support
Linked Procedures
Appendix 1
Appendix 2
Redeployment checklist
Redeployment agreement
1.
INTRODUCTION
1.1
Six Town Housing wishes to ensure as far as is reasonably possible the security of
employment of its employees.
1.2
There will however be occasions when it is necessary to consider how employees
can best be deployed in the business, which may create the need for redeployment.
Circumstances include



A need for the organisation to change as a result of external factors such as
changes to funding provision
A change in how the organisation carries out its work to meet internal or
external factors
A change to the personal circumstances of employees usually related to ill
health, disability or capability
1.4
Six Town Housing will, where possible, retain employees through redeployment into
suitable posts, subject to the circumstances of individual cases
1.5
Where redeployment of an employee is necessary this will have priority in the current
external/internal recruitment process.
2.
SCOPE
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2.1
This procedure applies to all employees of Six Town Housing on permanent
contracts of employment.
2.2
Employees who are engaged on fixed term contracts also have protection under
legislation in certain circumstances which may include the right to be redeployed into
alternative employment.
3.
RESPONSIBILITIES
3.1
Redeployment may arise for a number of reasons including redundancy, ill health,
disability or capability.
There is separate guidance covering supporting workers with disabilities in the
workplace which should be read in conjunction with this procedure.
3.2
Management will ensure that consultation will take place where appropriate and
employees are offered representation at relevant meetings.
3.3
Management will ensure that all formal discussions and agreements are recorded,
and confirmed in writing to the employee. Informal discussions may also be recorded
as necessary.
3.4
Employees are required to engage with line managers and HR in any discussions
and actions to consider redeployment
4.
RELATIONSHIP WITH BURY COUNCIL
4.1
Six Town Housing is owned by Bury Council and the two organisations have in place
a redeployment agreement dated 19 March 2007.
4.2
The agreement provides for employees of Six Town Housing to be considered for
redeployment within Bury Council and vice versa. However, priority for redeployment
within Bury Council will be given to Bury Council employees before Six Town
Housing employees will be considered.
Likewise, within Six Town Housing, priority will be given to our employees who need
to be redeployed over Bury Council employees.
5.
REDUNDANCY REDEPLOYMENT
5.1
Employees whose substantive post is redundant and are not included in ring fenced
recruitment, will be classed as seeking redeployment for the period of their
contractual notice – which is up to a maximum of three months. They remain on
their current terms and conditions of employment throughout the period of their notice
and may stay in the workplace, or be asked to stay at home on full pay (this is called
“garden leave”). The decision as to whether this is appropriate lies with the manager.
5.2
Immediately notice of redundancy is served, the following applies:
 Redeployment (which will run in parallel with the redundancy notice period) will
be managed and funded by the department. During this time HR and business
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managers will seek to identify a suitable alternative post for the individual within
the company. This includes contacting Bury MBC to request the individual is
advised of any redeployment opportunities within Bury Council.
 Once the notice has expired and if the individual has not secured an alternative
post, the individual is redundant and employment ceases. There is no further
notice period unless there is an imminent possibility of new posts being created
that would be suitable for the employee.
5.3
During the notice/redeployment period, individuals will:
 Be provided with access to appropriate training, guidance and support to help
them apply for alternative posts. Support is co-ordinated by the Business
manager and HR. It will include a review meeting at the beginning of the
redeployment period; access to guidance material to help employees apply for
other posts and targeted skills development programmes to assist with
recruitment selection activity according to the particular needs of individuals, for
example interview skills and CV writing
 Receive priority notification of all vacant posts across Six Town Housing and be
notified of any redeployment opportunities within Bury MBC.
 Automatically be interviewed for a post within Six Town Housing at the same
grade and level as their former substantive post where they meet the minimum
essential requirements on the person specification and/or can demonstrate they
have the potential to do so with appropriate training and support within a
reasonable time frame.
5.4
HR will meet with the employee to explain the procedure. In the case of possible
multiple redeployments (e.g. closure of a service), Business Managers will undertake
to meet with relevant staff, initially on a group basis, and then individually. HR will
assist the employee to complete the checklist at Appendix 1 and discuss and sign the
agreement of responsibilities at Appendix 2.
The checklist includes:

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
Qualifications
a summary of their current and previous work experience
skills (including skills not used in their current role such as IT)
realistic job preferences
any constraints to redeployment including medical conditions
The checklist will be forwarded to Bury MBC for consideration of vacancies they may
have. Bury MBC will either communicate through STH HR or directly with the
employee.
5.5
Six Town Housing HR will keep the redeployee informed of any job vacancies. The
employee should also contact their Human Resources Advisor if at any stage of the
process they see a vacancy advertised which may be suitable.
5.6
Suitable vacancies as a guide in a redundancy situation would normally be
considered as those that are one grade either side of the employee’s current grade.
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Suitable employment will be deemed to be on similar conditions (in terms of salary
and hours). Individual circumstances are recognised and an holistic approach to
present and previous experience and skills will be taken where possible.
5.7
If the post is deemed suitable, the employee will be interviewed in advance of the
post being advertised. In the event the post has already been advertised the member
of staff will be interviewed and given priority over other applicants.
5.8
If the employee meets the essential criteria for the post, the position may be offered.
A redeployee is obliged to accept a suitable alternative job offered for redeployment,
subject to a 4 week initial trial period which may be extended for up to 12 weeks by
agreement. Training and support will be provided within the trial period. Progress
during the trial period will be jointly monitored by the relevant Business manager,
employee and HR.
At the end of the trial the employee may be offered the post or withdrawn from the
role if the trial has not been successful. If the post is withdrawn, the individual is still
under notice of redundancy and will be redundant unless another suitable alternative
post can be found. The right to a statutory redundancy payment is preserved.
5.9
Where the interview panel/manager feels that the employee does not satisfy the
essential requirements of the post but may do so after a reasonable period of training
and/or experience, the post may be offered to the employee on an extended trial
period of 3 months.
5.10 If a redeployee refuses to accept a post which Six Town Housing can demonstrate is
a suitable alternative to their former substantive post they will be dismissed on the
grounds of redundancy, but may lose the entitlement to receive a statutory
redundancy payment.
5.11 The redeployment period runs concurrently with notice. If an employee is
unsuccessful in being found redeployment at the end of the notice/redeployment
period, possible outcomes at this stage may include but are not limited to:



Six Town Housing takes a decision that employment should be terminated and no
further notice is required
Circumstances warrant a short extension to the search for redeployment for
example pending the establishment of new posts which may be suitable
Temporary redeployment to another post is possible but redeployment on a
definite basis is still sought
6.
REDEPLOYMENT ON GROUNDS OF ILL HEALTH
6.1
If an employee has been absent from work due to ill health and is deemed unfit to
return to their substantive post due to an underlying medical condition, or no
reasonable adjustments can be put in place to facilitate a return to work, Six Town
Housing will look to redeploy the employee on medical grounds.
6.2
The procedure followed will fall under either STH Sickness Absence Management
Procedure or STH Capability Procedure depending on the circumstances.
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6.3
The employee will be notified that the company will actively seek suitable alternative
employment for a period of up to three months within Six Town Housing and Bury
MBC. NB the period of time will match the employee’s contractual notice period and
run concurrently with it.
6.4
Suitable employment will be deemed to be on similar conditions (in terms of salary
and hours). Individual circumstances are recognised and an holistic approach to
present and previous experience and skills will be taken where possible
6.5
Reports from Occupational Health will be obtained and considered when looking at
redeployment and what would be considered suitable alternative employment. If the
advice of Occupational Health is challenged by the employee, the Company will take
further advice and may request an additional medical opinion, but reserves the right
to accept the advice given by its medical advisors in preference to any advice
provided by the employee.
6.6
Where disability is also a factor, reasonable adjustments to the work to be
undertaken will also be considered.
6.7
If redeployment is offered as a means of continuing employment, a trial period may
be agreed.
6.8
If redeployment is not available or any trial period is unsuccessful in the opinion of
the employer, employment may have to be terminated on grounds of medical
capability.
7.
REDEPLOYMENT DUE TO DISABILITY
7.1
If an employee has a disability that cannot be adjusted for in their current job role Six
Town Housing will look to redeploy the employee into another suitable alternative
role.
7.2
Information will be sought from the employee regarding reasonable work adjustments
to accommodate their disability and advice may be sought from Occupational Health
who will consult with the employee’s medical advisors as necessary.
7.3
Further information about assistance with Disability issues can be found in STH
Disability Procedure.
7.4
The employee will be notified that the company will actively seek suitable alternative
employment for a period of up to three months within Six Town Housing and Bury
MBC. NB the period of time will match the employee’s contractual notice period and
run concurrently with it.
7.5
Redeployment agreed in order to provide continuity of employment will be subject to
a trial period. The length of the trial period should reflect a reasonable period of time
which is sufficient to adjust to the new job role.
7.6
If the employee’s current job role cannot be adjusted sufficiently and there are no
suitable alternative vacancies, or the trial period is not considered successful by the
employer, the employment may have to be terminated.
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8.
REDEPLOYMENT DUE TO CAPABILITY
8.1
In cases where an employee is lacking in some area of knowledge, skill or ability,
resulting in a failure to be able to carry out their required duties to an acceptable
standard, redeployment on the grounds of capability may be considered.
8.2
In these circumstances the Business Manager will follow the Capability Procedure.
8.3
If there are no suitable alternative vacancies, or any redeployement trial period is not
considered successful by the employer, the employment may have to be terminated
9.
PROTECTION
9.1
Salary protection only applies for redeployment arising from redundancy.
9.2
Hours of work will not be protected where redeployment to a post on fewer hours is
agreed, e.g. an employee currently employed to work 37 hours and accepts
redeployment to a post of 20 hours will receive pay in respect of 20 hours and not 37.
9.3
Suitable vacancies as a guide will be deemed to be those which are within one grade
of the employee’s current grade.
9.4
Where a suitable vacancy arises which is two or more grades below the existing
grade, protection will only apply at the rate of one grade higher than the identified
post. For example:



an employee currently on Grade 5
a vacancy is identified at Grade 3
protection of salary is offered at Grade 4
9.5
When an employee is redeployed to a post at a lower grade the employee can be
asked to do work at a more senior level commensurate with their protected salary.
9.6
Redeployment on the grounds of capability, ill health or to provide for disability
adjustments will not attract pay protection.
10.
SUPPORT
10.1
HR will provide practical assistance to employees in preparing CVs, job applications,
job search and preparation for interview.
10.2
STH has an Employee Assistance Programme for employees who need support for
personal reasons including work or home related issues.
10.3
Redeployees will be allowed time off to attend interviews/meetings in connection with
possible redeployment opportunities by agreement with their line manager who
should ensure that this agreement is not unreasonably withheld. Employees who
are served notice of redundancy have a statutory right to be given time off to attend
interviews internally or externally.
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8.
LINKED PROCEDURES
STH Supporting Disabled People in the Workplace Guidelines
STH Grievance Procedure.
STH Capability Procedure
STH Sickness Absence Management Procedure and Sickness Absence Guidelines
9.
REVIEW
9.1
This procedure will be reviewed after one year, and thereafter every three years.
Representatives of Six Town Housing will consult with the appropriate Trade Unions
where alterations or amendments to the procedure may be required.
Name of Document:
Date Approved by
Exec:
Redeployment Procedure
30 September 2013
Author &
Department:
Date Approved by
Board / Committee:
Version:
Dates of Previous
Versions:
Review Date:
Jayne Quinn, HR
September 2017
File path:
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Redeployment Checklist
Appendix 1
CONFIDENTIAL
Name:
Address:
Job Title:
Department:
Contact Number:
Grade and SCP:
Contracted hours:
Qualifications:(List any which maybe relevant)
Current & previous experience:(Brief overview)
Skills:(List any which maybe relevant)
Job Preferences
Restrictions or constraints:
(Include medical conditions and physical constraints such as travelling distance or access to transport)
Other useful information:
(Eg if the employee is willing to consider posts of less hours or less responsibility as this may suit there personal situation)
Willing to retrain?
Signed :
Date:
(Human Resources Officer)
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Redeployment agreement
Appendix 2
Employees agree to:

Attend all interviews for jobs that are identified as suitable

Attend any training/workshops which have been identified to assist/improve the
employees chance of redeployment

Actively search and identify suitable posts and raise with their departmental contact

Make themselves available for any associated meetings or appointments

Accept reasonable offers of redeployment

Meet with careers adviser

Produce a CV

Be realistic about options

Be as flexible as possible
Management agrees to:

Keep in contact with employees

Send out jobs bulletins if available

Identify any suitable vacancies

Provide necessary support and training

Arrange any interviews

Liaise with all departments to identify suitable vacancies

Assist with completion of application forms if required
Agreed by:
Employee: …………………………………………………... Date: ………………
HR Advisor:…….. ………………………………………….. Date: ………………
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