Frequently asked questions

Guidance for staff

A redeployment period lasts from the first day you are issued notice until your last day of employment at the University (i.e. your termination date). During an informal trial period a redeployee will continue to be considered a redeployee throughout the trial period. However, if you start a formal trial then you will no longer be considered as a redeployee unless the trial fails when you may return to your substantive position and a further period of redeployment.

The procedure for issuing notice will vary dependent on the circumstances involved i.e. the end of a fixed term contract or compulsory redundancy as a result of organisational change or capability proceedings. Please contact your line manager for further details about when you would be issued contractual notice if any of these circumstances apply and you think that you would be eligible for redeployment.

Details about the length of notice periods can be seen in the University’s guidance on duration and termination of appointments.

Providing your application demonstrates that you meet the essential requirements, or could do so with reasonable training, then you will be guaranteed an interview unless there is a legal requirement for the University to prioritise a different redeployee for the role.

Yes, but the Redeployment Procedure is intended to support redeployees to obtain a suitable alternative appointment at their substantive grade or, where there is a job match, one grade lower. The University will not support requests for redeployment to a higher graded position (although employees who are being considered for redeployment as a reasonable adjustment in accordance with the disability provisions of the Equality Act may be considered for redeployment to a higher graded position). Redeployees may, however, submit applications for higher graded positions in the normal way, in open competition with other applicants.

When identifying and applying for suitable vacancies please be aware that a different job may be classed as a change of employment from a UKVI perspective and may require a new Tier 2 visa.

If you are currently an Associate Research Fellow or Research Fellow and apply for other roles at this professional level, you can continue working under your current visa.

If you are currently a Research Fellow and apply for a role as an Associate Lecturer or Lecturer this would be classed as a change of employment. As this is a different job it would require a new Tier 2 visa and would be subject to the University demonstrating that it has met the Resident Labour Market Test to obtain a certificate of sponsorship.

Please also be aware that you cannot have a gap in paid employment, you should be redeployed from your current role to your new role without a break in service.
If you have any questions or concerns about which roles are suitable please contact your HR Representative or the International Employment Officer. Please also refer to the UKVI guidance regarding change of employment.

Whether a job is suitable depends on:

  • how similar the work is to your current job
  • the terms of the job being offered
  • your skills, abilities and circumstances in relation to the job
  • the pay (including benefits), status, hours and location

None of these factors on its own is definitive and therefore suitability for a post will be determined on a case by case basis.

No, however, a redeployee is responsible for not unreasonably turning down an offer of suitable alternative employment. If you unreasonably refuse an offer of suitable employment you may forfeit your right to any redundancy payment if your employment would have ended due to a redundancy situation.

Where relevant, a redeployee may lose their right to redundancy pay if they unreasonably turn down suitable alternative employment.

You should also provide full details to ensure management can fully consider the facts and whether the post is suitable or unsuitable alternative employment.

Potentially. An offer of suitable alternative employment is one that offers similar terms and conditions as your current role. Redeployees will need to bear in mind the factors that determine if an offer is a ‘suitable alternative’ before making a final decision.

An offer of suitable alternative employment is one that offers broadly similar terms and conditions as your current role. Redeployees will need to consider the offer alongside the terms of the Redeployment Procedure titled: ‘Consideration for positions at a different grade’ before making a final decision.

Potentially. An offer of suitable alternative employment is one that offers similar terms and conditions as your current role. Redeployees will need to bear in mind the factors that determine if an offer is a ‘suitable alternative’ before making a final decision.

The Recruiting Manager and HR Services would seek appropriate advice and support from Occupational Health regarding your health and, in particular, the suitability of any roles and the reasonable adjustments that you might need during a trial period and in the future.

Where an employee is redeployed to a job that is one grade lower, the University may provide protection in accordance with its pay protection policy.

Please contact the University’s Pension Advisor to discuss any individual pension queries.

Employees on maternity, paternity, adoption or shared parental leave have an express statutory right to be offered of any possible redeployment post where they meet all the essential criteria for that post (following reasonable training if necessary). Where an appropriate vacancy exists you will be offered the alternative role under a new contract that begins on the day immediately following the day on which your previous contract comes to an end. The new position must be suitable alternative employment. If there is only one job and more than one redeployee on maternity leave, the University will have to consider for whom it is most suitable.

If you are redeployed then you will not receive a redundancy payment.

Yes. The formal trial will be paid in line with the agreed salary for the position, taking into account any circumstances of pay protection where they have been agreed. The informal trial period will be paid in line with your substantive position, by your substantive department.

The end of a fixed term contract will be managed in line with the University’s Procedure for termination/non-renewal of fixed term contracts. If, at the end of the contract the reason for non-renewal of the fixed-term contract is redundancy then it is likely that the redeployee will be afforded another redeployment period prior to the expiry of the fixed term contract.

Not normally. A formal trial period will be for 4 weeks. An extended trial period can be agreed with the Recruiting Manager but only in advance of the trial commencing, where reasonable training needs are required for the position or identified during the recruitment process.

Redeployees will be given a priority interview before other applicants are considered. (Note: Since interview dates are generally fixed in advance around the diaries of busy managers, it may not be possible to arrange an interview for redeployees before other candidates are interviewed or on a separate day. Recruiting managers are encouraged, wherever practicable, to interview redeployees at the earliest opportunity and before considering and making decisions about offering the role to other candidates.)

If there are a number of redeployees who are identified at the shortlisting stage as matching the essential criteria, all should be interviewed in competition with one another, unless there is a legal requirement for the University to prioritise one of the redeployees for the role.

During a formal trial period, both you and your line manager will have the opportunity to assess your suitability for the position through regular reviews. If, during the trial period, either you or your manager decides that this post is not suitable then you may return to your substantive position and a further period of redeployment or your employment may be terminated at that point by either party.

The University of Exeter is committed to supporting your career now and in the future. All staff can access a dedicated online resource centre You eDevelop which contains thousands of bite-size articles, checklists, presentations, audio and video clips, elearning materials, exercises and links to further reading on a huge range of topics from managing your career to motivating others.

The Learning and Development team also support staff to develop Personal Effectiveness and Career development in a number of ways. To find out more visit the Learning and Development webpages.

If you identify any relevant training opportunities or courses please discuss attendance and approval with your line manager.

In addition if you are a redeployee because you have been issued formal notice of redundancy then you will be able to take reasonable time off to look for another job outside of the University of Exeter or arrange training to help you find another job. This time off may be paid for by the University.

If you are a redeployee because you have been issued formal notice of redundancy then you will be able to take reasonable time off to look for another job outside of the University of Exeter or arrange training to help you find another job. How long you can take will depend on your circumstances, but for example if you attend an interview or two and do not take excessive amounts of travelling time then this is likely to be reasonable.

You must request time-off in advance by writing to your line manager. Your line manager will confirm whether the time-off will be paid for by the University.

Please contact the Recruitment Team on (0)1392 723094 (internal 3094) if this happens to you so that the HR Service can manage the situation appropriately. In these circumstances your contract will not terminate until the outcome of the selection process is known. You will be expected to continue working in your substantive role until the selection process is complete. Please note that, you will not be classed as a redeployee should you apply for additional vacancies while waiting for the selection process to be completed.

If you are not offered the position then your contract will end immediately. If you are offered the position then it is expected that you commence the formal trial period as soon as practically possible for the recruiting department.