See what redeployment support you can access.
See our information about redundancy and what you're entitled to,
Categories at risk of redundancy
An employee will be given a redeployment status of 'at risk' if they are:
- unsuccessful in being appointed to a job following a restructure
- selected for redundancy through a selection out exercise
- in a unique job or in an establishment that is closing and the job is to cease
- on a fixed term contract that is coming to an end for reasons of redundancy
This means that they will receive support such as priority interview status. They can then apply for appropriate vacancies at the same grade or below (together with other priority candidates) prior to these being advertised internally. This includes vacancies within their own or other organisational restructures elsewhere in the organisation.
All employees at risk of redundancy can access redeployment support through redeployment and redundancy There is a recording on this page which advises on the support the council offers. If you have any questions or require additional information on redeployment matters please email: hr.consultaions@derbyshire.gov.uk.
Access to jobs within a ring fence
Once the new organisation structure is determined, employees included in the ring fence for the appointment exercise will have priority access to jobs within their new structure at the same grade or below. This is on an equal footing with any at risk employees eligible for priority interview status from elsewhere in the organisation.
Where there are no jobs in the new structure at the employee's current grade, then in these specific circumstances, the employee will have priority consideration for jobs at the next grade up, that is, for promotion.
Suitable alternative employment
We have a statutory duty in redundancy situations to take reasonable steps to consider whether suitable alternative employment is available for 'at risk' employees. Employees have a shared responsibility with us in seeking redeployment and should adopt a reasonable and flexible approach when considering alternative jobs.
A range of factors will be taken into account when determining the suitability of an alternative job, such as grade, level of earnings, status, working environment, terms and conditions of employment, working pattern and location. Where these factors are considered to be very similar to the employee's current job, an offer of suitable alternative employment may be made. Employees who unreasonably refuse may lose their entitlement to redundancy pay.