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It defines who is covered, the guiding principles for equality, fairness, and sensitivity, and the responsibilities of managers, HR casework, recruitment teams, and redeployees. It includes support and a recruitment, profiling, and matching process with trial periods, and explains earnings protection and pay rules during the 12-week redeployment period.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/the-redeployment-procedure-1st-december-2011/278039/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/the-redeployment-procedure-1st-december-2011/278039.png","ImageObject",442,249,{"name":88,"@type":89},"Jacob","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-15",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",8,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"Who does the redeployment procedure apply to?","Question",{"text":109,"@type":110},"It applies to all permanent employees who have completed probation and to temporary contract staff with twelve months of continuous employment. It does not apply to school-based staff and teachers, who follow separate arrangements.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How long are employees placed on the redeployment register and when does it start?",{"text":114,"@type":110},"Employees are placed on the redeployment register for a maximum of 12 weeks starting from the date of the redundancy notification letter. Their notice period runs concurrently with the redeployment search period.",{"name":116,"@type":107,"acceptedAnswer":117},"What earnings protection applies during the 12-week redeployment period?",{"text":118,"@type":110},"During the 12-week redeployment period, the employee receives basic salary inclusive of London Weighting, without any pay enhancements from the original post. If redeployed to a lower grade in a redundancy situation, pay protection applies for 12 months before the lower job’s rate is used.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},278039,1790460386,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":8,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":79},962084931830,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","MANAGEMENT GUIDANCE  \nTHE REDEPLOYMENT PROCEDURE  \n1ST DECEMBER 2011  \nCONTENTS  \nIntroduction 3  \nScope of the procedure 3  \nKey principles 3/4  \nProtection of earnings 4  \nRoles and responsibilities: 5  \nThe Manager 5  \nThe HR Casework Team 5  \nThe Recruitment Team 5/6  \nThe Redeployee 6  \nSupport available to assist redeployees 6/7  \nRecruitment, profiling and matching process 7/8  \nTrial periods 8/9  \nRole of the new manager during the trial period 9  \nRedeployment process in cases of ill health or disability 10  \n(other considerations)  \nTermination of employment 10  \nAppeal 11  \n1.0 Introduction  \n1.1 The Council has a duty to consider suitable alternative employment through its Redeployment Procedure, in order to avoid where possible employee dismissal due to redundancy, ill health or disability. This is known as the redeployment process.  \n1.2 This procedure sets out the processes that the Council will follow when seeking to redeploy individuals, who are either under notice of redundancy or unable to continue working in their existing job role, due to ill health or disability.  \n1.3 This procedure also supports managers in seeking alternative employment for employees in other exceptional circumstances, which are not redundancy related, ill health or disability subject to the approval of the Assistant Director Human Resources.  \n.  \n2.0 Scope of the procedure  \n2.1 This procedure applies to all permanent employees who have successfully completed their probationary period and to those on temporary contracts who have accumulated twelve months continuous employment with the Council.  \nThis procedure does not apply to school based staff and teaches; all of whom are subject to separate arrangements.  \n3.0 Key principles  \n3.1 The Council will take reasonable steps to reduce the necessity for dismissalsas far as reasonably possible by:  \n• Seeking redeployment opportunities for employees who are under notice of redundancy;  \n• Considering appropriate redeployment opportunities (based on medical advice provided by the Council’s Occupational Health Physician) for employees who are unable to continue working in their existing role due to ill health or disability (where the Council has reasonably explored whether adjustmentscan be made to their current role to enable them to continue in it, and determined that such adjustments are not reasonable) .  \n3.2 The Council aims to minimise the effect of redundancies through the provision of sufficient time and effort to finding alternative employment, where possible, for displaced staff. Of course there is no absolute guarantee that a redeployee can be matched to a suitable alternative vacant post.  \n3.3 Employees will be placed on the redeployment register for a maximum period of 12 weeks commencing from the date of the redundancy notification letter. The employee’s notice period will run concurrently with the redeployment search period.  \n3.4 The redeployment process will be conducted with equality and fairness, bearing in mind the need for sensitivity and proper consideration of redeployees’individual circumstances, throughout.  \n3.5 Employees have a joint responsibility to actively participate in theredeployment search process to identify potentially suitable vacancies and to inform their manager and the Recruitment Team of their interest. Additionally, employees are strongly encouraged to look for jobs in the external job market.  \n3.6 Where an employee’s position becomes redundant during the ordinary and/ or additional maternity or paternity leave period and, as a result, the employee will not be able to return to their previous job, the employee must be offered a suitable alternative vacancy where and when one is available.  \n3.7 The redeployee will normally undergo a four week trial period, when redeployed to a suitable alternative position.  \n3.8 An employee under notice of redundancy, who unreasonably refuses an offer of suitable alternative employment, may forfeit their right","cbCainSXhWDYbA5y","https://ap.wps.com/l/cbCainSXhWDYbA5y","pdf",109551,"English","# Introduction\n## Scope of the procedure\n## Key principles\n## Protection of earnings\n## Roles and responsibilities\n### The Manager\n### The HR Casework Team\n### The Recruitment Team\n### The Redeployee\n## Support available to assist redeployees\n## Recruitment, profiling and matching process\n## Trial periods\n## Role of the new manager during the trial period\n## Redeployment process in cases of ill health or disability\n## Termination of employment\n## Appeal","[{\"question\":\"Who does the redeployment procedure apply to?\",\"answer\":\"It applies to all permanent employees who have completed probation and to temporary contract staff with twelve months of continuous employment. It does not apply to school-based staff and teachers, who follow separate arrangements.\"},{\"question\":\"How long are employees placed on the redeployment register and when does it start?\",\"answer\":\"Employees are placed on the redeployment register for a maximum of 12 weeks starting from the date of the redundancy notification letter. Their notice period runs concurrently with the redeployment search period.\"},{\"question\":\"What earnings protection applies during the 12-week redeployment period?\",\"answer\":\"During the 12-week redeployment period, the employee receives basic salary inclusive of London Weighting, without any pay enhancements from the original post. If redeployed to a lower grade in a redundancy situation, pay protection applies for 12 months before the lower job’s rate is used.\"}]","The Redeployment Procedure - 1st December 2011 | PDF",1789506498]