The redeployment policy outlines the support available for individuals facing redeployment.

It covers our obligations, specifically for line managers and hiring managers. To be eligible for redeployment, colleagues must be at-risk of redundancy or at-risk of a medical capability dismissal.

As well as avoiding redundancy, there are many other benefits of hiring a redeployment candidate such as saving time on the recruitment and induction process, retaining University knowledge and experience and increasing engagement by demonstrating that the University values staff retention. This can help a redeployment candidate continue to feel that they are a valued part of our University community and feel more supported as they navigate the potential of redundancy.

• We have an obligation to consider all alternatives to redundancy and this includes considering options to redeploy our staff to suitable alternative roles across the University.
• It is recommended that hiring managers advertise vacancies to redeployment candidates only for 5 days before advertising on the open vacancy list.
• Upon receipt of an application from a redeployment candidate, apply a genuine open mind and carefully consider the application, assessing whether they fulfil the essential criteria of the vacancy. Please ensure you are up to date on your recruitment and selection training - even if you are, you can still refer to this for further support.
• Hiring managers must give prior consideration to redeployment candidates i.e. interview in advance of other internal or external candidates and where they meet the essential criteria, they must be offered the role.
• Individuals have a statutory right to a trial period of four weeks
• If the redeployment candidate does not meet the essential criteria, we advise providing feedback to support them in future applications as an additional way of supporting colleagues facing redundancy
• There is special redundancy protection for employees who are pregnant or taking maternity, shared parental or adoption leave, in that they must be offered the role before other redeployment candidates.

If you are a manager of an individual at risk of redundancy, you must ensure a reasonable amount of paid time off for them to look for work or to arrange training, as per section 13 of the redundancy policy. You should also signpost to the various resources available to support colleagues seeking alternative work and to help prepare for a redeployment opportunity that interests them. These include resources to help shine in a selection process, including tips for how to approach an application form, top tips for refining an academic CV, tips for how to demonstrate capabilities in a selection process and perform at their best, alongside tips for boosting confidence.

For further advice and guidance on the redeployment policy, speak to your HR Adviser.