Employee Redeployment


How to give a previous employee a new chance.


Changing the position of your employee may seem like a no-go. Yet redeployment can have great benefits for both you and your staff members.


What is redeployment?

Redeployment occurs when an employee is moved from one position to another within the same company. It can happen for any number of reasons, however, one of the most common reasons for redeployment is a position no longer being needed.

What are your obligations as an employer?

The most important part of redeployment is consultation. An employer must discuss all aspects of the redeployment with the employee in question, ensuring that they give the employee the chance to respond to any information given to them. Remember that an employee is within their rights to refuse redeployment – if this occurs, they are still eligible for a redundancy package.

Can redeployment be unreasonable?

Determining whether redeployment is reasonable takes into account numerous factors, including:

  • The available position
  • Relevant qualifications required to perform the job
  • The location of the job
  • The employee’s skills and qualifications

Redeployment can be unreasonable if an employee does not have the relevant skills for the position, or have not received adequate training to ensure they are competent in the role. Keep in mind that not every employee may be in a position to accept redeployment to a lower position, and that all avenues should be explored before a decision is reached. It is important to keep an open mind when discussing redeployment with an employee. Remember to negotiate and take into account the wishes of your employee to the best of your ability. Be prepared for all possibilities, and work with your employees to ensure the best possible outcome for all.


For more information on employee redeployment contact us on (08) 9316 9896 or enquiries@processworx.com.au.


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Marisa Ross

HR Advisor

Marisa is an experienced and motivated HR professional with a strong HR generalist and business operations background with a focus on employee relations, performance management, leadership training & development, workers compensation & injury management, and employee retention. Marisa holds a Bachelor of Human Resource Management and a Bachelor of Behavioural Science with a minor in Counselling. Having worked in a variety of industries from SMEs to large blue-chip organisations, Marisa is passionate about enriching employee experience, employee retention, and building leadership capability in people management.

Aimee Grigson

Aimee Grigson

WHS Advisor

Aimee has a strong understanding of Workplace Health and Safety Legislation and standards and has extensive HSEQ experience in a number of industries. Aimee has a great ability to engage across all levels of organisation, including field teams, leadership and external stakeholders. Aimee ensures Health and Safety Management Systems are compliant to legislation, effectively implemented and understood by all. Aimee has a Certificate IV in Work Health and Safety and qualifications in auditing and incident investigations. Aimee is passionate about coaching and developing small businesses towards a positive safety culture.