Guidance for managers
Recruiting a redeployee
If you are recruiting a redeployee, please take a look at our Recruitment and Selection webpages for guidance on managing redeployees during the recruitment process.
Line managing a redeployee
At the University of Exeter we are committed to attracting and retaining quality staff who will help us achieve our future goals and ambitions. Our commitment to redeployment enables us to retain essential knowledge and skills and build a resilient workforce.
All of the information provided below must be read in conjunction with the University of Exeter Redeployment Procedure (referred to as ‘procedure’ throughout these pages).
What is a redeployee?
An employee will become a redeployee when they are issued formal notice of redundancy or because they are unable to continue working in their substantive position as a result of a disability. In both circumstances, redeployees are keen to secure alternative employment with the University before their cessation date, and managers will need to be sensitive to the circumstances and timescales. A redeployee is afforded priority consideration during the selection process if they meet the essential requirements set out in the job description and person specification. This means that if a redeployee demonstrates that they meet the essential criteria within their application then they will be offered an interview. If, at interview, they meet the essential criteria for the role (or would do so with reasonable training) then they will be offered the position in priority over other candidates that are not redeployees.
Frequently asked questions
As a Line Manager you may have a few questions about managing a redeployee, please refer to the Frequently Asked Questions below for further details or contact your HR Advisor/HR Business Partner. Recruiting Managers will find additional Frequently Asked Questions about redeployment on our Recruitment and Selection webpages.
The HR Service will co-ordinate all of the communication and documentation required to notify an employee that they have redeployment status. This correspondence will be copied to their current Line Manager for reference.
A redeployment period may be an unsettling period of time for an employee. Even if, as their Line Manager, you do not have any vacancy opportunities for the redeployee it will be essential for you to continue to support your employee.
Three key steps to ensuring that managers and employees manage stress proactively are:
- Recognise the issue – understand the signs and symptoms of stress and learn to recognise it in oneself and in the team
- Talk about it – have regular 1:1’s and support an open door policy so that the team can come to a manager at an early stage to discuss how they are feeling
- Take Action – based on principles of reasonable adjustments, what can be done in the short, medium and long term (if required). If a solution cannot be found ensure the issue is escalated to the line manager, and/or HR / or Occupational Health who can give advice.
All employees (including redeployees) need to be appropriately supported when they are absent from work due to ill health. In the case of redeployment the employees ill health may be the reason that they are a redeployee at the University. A line manager must continue to contact the employee on a regular basis (usually agreed between the employee and the line manager) and keep the employee appropriately informed about work and what can be done to support them to return to work and/or actively participate in the recruitment process as a redeployee.
Redeployees on maternity, paternity, adoption and shared parental leave have additional rights. They have an express statutory right to be offered any possible redeployment post where they meet all the essential criteria for that post (following reasonable training if necessary), including priority over other redeployees who are not covered by these regulations.
This is a process led by HR Services and the Recruiting Manager; however, as a line manager you will be expected to continue reasonable contact with the employee if their redeployment period takes place before their leaving date in their current role and offer them support or information as necessary. If you have any further questions please contact your HR Advisor or Business Partner in the first instance.
It is expected that redeployees are released for all internal interviews at the University of Exeter. The Line Manager must authorise this release. In addition, it is expected that redeployees are provided with reasonable time off for job hunting and training outside of the University when they are a redeployee. This time must be requested in advance by the redeployee in writing to their Line Manager and may be paid for by the University. For further info please contact your HR Advisor or HR Business Partner.
It is expected that redeployees are provided with reasonable time off for job hunting and training outside of the University when they are a redeployee. This time must be requested in advance by the redeployee in writing to their line manager and may be paid for by the University. For further info please contact your HR Advisor or HR Business Partner.
If there is an operational requirement for the employee to continue working in their substantive post until their notice period expires then you do not need to release them. However, in circumstances where it is operationally possible the redeployee can be released from their substantive position before their notice period expires to begin a redeployment trial. Please be aware that if the trial is an informal arrangement then the employee costs will continue to be charged against their substantive area until the employees notice has expired.
For further details and guidance please contact your HR Advisor or HR Business Partner in the first instance.