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Redeployment
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Management Redeployment
It makes sound business sense to redeploy employees wherever possible
as both time and money will have been invested in training that employee.
It also saves on redundancy costs! If there are suitable alternative
positions employers need to recognise that employees may have an automatic
right to fill those posts. The employee need not go through any form
of interview or selection process for the alternative positions. An
employer faced with a redundancy situation will save time and money
following the proper procedures.
Employers are encouraged and supported by law to provide employees
alternative work through an offer procedure. An alternative agreed by
the employee is automatically deemed ‘suitable’. If an employee refuses
unreasonably, an offer the employer considers suitable, the employee
can lose entitlement to statutory redundancy payments.
An offer of suitable alternative work should:
- Have similar status.
- Be within the employee's capability.
- Not cause unreasonable additional inconvenience.
- Provide similar earnings.
Employees have a right to a four week trial, if they accept an offer
of suitable alternative work . The employee remains entitled to statutory
redundancy compensation if either the employee or the employer decides
it is unsuccessful. The period may be extended for any necessary training.
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