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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