Guidance for Employees at Risk of Redundancy
1
Introduction
This guidance is designed to assist staff formally identified as being at risk of redundancy
(redeployees) to help secure suitable alternative employment within the University. This
includes staff employed on fixed-term contracts which are due to expire.
The redeployment policy should be read in conjunction with this guidance and can be found at:
http://hr.nottingham.ac.uk/redundancyandredeployment.
Throughout the redeployment process reasonable adjustments will be made for employees
with a disability and employees on maternity leave. Please contact your Human Resources
Adviser if you require any such adjustments.
If you are a work permit holder or a Tier 2 migrant worker, you may not be eligible for the
redeployment process, due to the restrictions governing work in the UK. Please contact your
HR Adviser.
2
The Redeployment Process
2.1
Registration
Redeployees have a responsibility to register on the Redeployment List which they access via
the Redeployment System at: http://jobs.nottingham.ac.uk/redeployment. By registering on
the list, redeployees are notified by email when vacancies arise which match their
requirements and given the opportunity to apply for such jobs prior to them being advertised
more widely. Whilst the University is committed to supporting redeployees in finding suitable
alternative employment, it remains the responsibility of the redeployee to take opportunities
where offered. Therefore, failure to register on the Redeployment List may mean that the
redeployee loses any entitlement to a redundancy payment. Registration confirmation will be
emailed to the redeployee, the line manager and HR. It is the responsibility of the redeployee
to update their details and requirements if they change.
Where the redeployee does not have access to IT, separate arrangements will apply and
redeployees should contact their HR Adviser.
2.2
Vacancies
All vacancies will be considered for redeployment to determine whether there is a redeployee
with a potential match on the Redeployment List. As explained in point 2.1, the Redeployment
System e-mails details of each vacancy where the job family and level match the redeployees’
requirements, inviting them to apply for the position and stating the closing date.
Except in exceptional circumstances, suitable vacancies will be held, for applications from
redeployment candidates only, for an initial period of five working days prior to open
competition.
2.3
Application
If the redeployee wishes to be considered for a particular vacancy they will need to apply for
the post using the online recruitment system following the link in the automated e-mail.
The recruiting manager can only take into account information in the application when
shortlisting. In preparing the application, the redeployee should therefore not assume any prior
knowledge on behalf of the recruiting manager and should ensure that all relevant information
is included.
Once the closing date for applications from the Redeployment List has passed, redeployees
may still apply for vacancies offered for open recruitment.
1
January 2010
2.4
Shortlisting and Interview
The recruiting manager will assess applications from redeployees against the essential criteria
for the post. If any redeployees meet the essential criteria they will be invited for interview in
advance of any other candidates. In order to avoid any undue delay in the recruitment
process, it is anticipated that interviews will take place in the week following application.
Redeployees should therefore be prepared to attend for interview at short notice and should be
aware that the University will not delay the advertising of posts for an extended period.
If more than one redeployee expresses an interest in the same vacancy, a competitive
selection process will be undertaken.
If the redeployee is not deemed suitable for the role at either the short listing or interview
stage, feedback will be provided, on request though the Human Resources Recruitment
Manager.
2.5
Offer of alternative employment
If the redeployee commences a suitable alternative post either immediately after the end of
his/her current job, or after an interval of not more than four weeks, continuity of employment
will be preserved and no redundancy payment will be payable, provided any offer of
employment is made in writing prior to the current employment ending.
2.6
Trial Period
A redeployee, who is offered alternative employment, where the terms and conditions differ
wholly or in part from the original contract, has the right to a four-week trial period. The effect
of this trial period is to give the redeployee chance to decide whether the new job is suitable
without losing the right to a redundancy payment. The recruiting manager may also suggest a
trial period where there is uncertainty over the suitability of the alternative post.
This four-week trial period can be extended for retraining purposes by a written agreement
between the redeployee and recruiting manager, which specifies the date on which the trial
period ends and sets out the redeployees’ terms and conditions after it ends.
Where a trial period leads to the decision by the recruiting manager and/or the redeployee that
the post is not a suitable alternative post, full and clear reasons must be provided in writing.
If the employee works beyond the end of the four-week period, or the jointly agreed extended
period, any redundancy entitlements will be lost because the redeployee will be deemed to
have accepted the new employment.
2.7
Remaining on the Redeployment list
The redeployee will be removed from the redeployment system at the point of accepting an
offer of redeployment unless the offer is for a job at a lower level. In this case they will stay
on the list until the earlier of either:
or

the end of the trial period

the previously notified date of redundancy.
If a redeployee’s contract is renewed for less than three months the redeployee will remain on
the list. Redeployees should amend their end date on the system accordingly.
If the redeployee’s contract is renewed for more than three months they will be removed from
the list, however, can re-register should they become at risk of redundancy again.
2.8
Refusal of an offer of alternative employment
A redeployee, who unreasonably refuses an offer of suitable alternative employment, or
resigns during a trial period, may lose any entitlement to redundancy pay. Unreasonable
refusal may arise where the differences between the new and old jobs are negligible or where
2
January 2010
the redeployee assumes changes that the job may involve rather than investigating these
assumptions.
Decisions on the suitability of an alternative post will be made on a case-by-case basis. For
example, a refusal may be reasonable if the new job would cause a significant increase or
decrease in working hours or domestic upheaval, such as a need to move house.
Failure to register on the Redeployment List may be interpreted as refusal of a suitable
alternative post.
2.9
Pay Protection
In cases of organisational restructure, where an employee accepts redeployment to a suitable
alternative position with a lower salary, pay will be protected in line with the Protection of
Earnings policy.
In all other redeployment situations, the salary and terms and conditions offered will be those
of the new position.
3
Roles and Responsibilities of Redeployees

Register on the Redeployment List

Update their details if their circumstances change (e.g. if the contract end date changes or
redeployment preferences change)

Apply for suitable vacancies and be proactive in demonstrating how they meet the selection
criteria and the requirements of the job in applications and interviews

Consider reasonable changes in working arrangements, pay and responsibilities

Prepare for interviews

Not unreasonably reject offers of suitable alternative employment

The University appreciates that seeking redeployment is a difficult time for employees and
would encourage staff to seek support as they feel appropriate. Redeployees should take
advantages of the support mechanisms available via:

Professional Development short courses, for example;
- Applying for Jobs - http://www.nottingham.ac.uk/csc/course/afj
- Job Interview Skills - http://www.nottingham.ac.uk/csc/course/jis

University Counselling Service

Trades Unions/Professional Associations

Occupational Health

Human Resources

SEDU short courses for Research staff

Services for Research staff provided by the Centre for Career Development

Peer support.
3
January 2010