Reorganisation and redundancy

If you’re affected by a reorganisation, you’ll have opportunities to learn about the proposed changes, ask questions, and provide feedback.

Redeployment (suitable alternative employment)

Redeployment is when we move an employee from one role to another suitable role within the council.

Our redeployment policy (PDF 180KB) gives employees whose jobs are at risk the chance to find a new job that matches their abilities. 

We will try to find suitable alternative employment for employees wherever possible. 

Who it applies to 

You will be eligible for redeployment if:

  • you have been given notice that you have been selected for redundancy due to organisational restructuring, where your current job no longer exists in its current format
  • you are unable to continue in your current role because of a disability or other medical reason, despite reasonable adjustments

Redeployment may also be explored if you are undergoing a formal performance improvement process. 

Suitable alternative roles 

If there's a suitable alternative role, your application will be given priority status if your role is being made redundant.

You can apply for any vacant roles on the Internal Careers site that you think you are suitable for. 

If you meet the minimum requirements for the role and are at risk of redundancy, you will be shortlisted for an interview and considered before other applicants. 

If more than one person is interested in the same role, and they meet the minimum requirements, we will: 

  • offer the role in the first instance to any impacted employees who have notified us that they are pregnant or are on, or recently returned from, maternity leave, shared parental leave or adoption leave
  • follow a fair assessment process for all other employees
  • give priority consideration to applications from employees on the redeployment scheme 

If you are offered a role in the new structure 

If you are offered a suitable alternative role and decide not to take it, you may be entitlement to redundancy pay instead if you: 

  • give a good reason for refusing your new job, and
  • refuse the alternative job before your current job ends, or before the end of the alternative job’s trial period

Trial periods 

If you are offered a suitable alternative role, you have the right to a minimum 4-week trial period in the alternative role to make sure the role is a suitable match for your capabilities.

Progress in your new role will be reviewed regularly. 

The Redeployment scheme progress review form (DOC, 50KB) will help to capture a summary of the discussions and any agreement for action.    

Your manager will complete the Redeployment scheme outcome of trial period form (DOC, 44KB) before the end of the trial period. It will then be sent to People Support using the Assyst portal. 

You can find out more about trial periods and what to do if the role is unsuitable in the suitable alternative employment information in the redeployment policy and on the Acas website. 

Pay protection 

In some cases, you may be offered a suitable alternative role where the salary is lower than your current role.  If the new role is at the same grade or one grade lower than your current role, your pay will be protected at your current rate for up to 18 months. 

There will be no pay increases until the rate for the new role overtakes your protected salary rate. 

More details about pay protection can be found in the redeployment policy (PDF 180KB). 

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