FAQs for Staff

Paragraph 1.5 of the Redeployment Policy and Procedure sets out the criteria you must meet in order to be eligible to join the redeployment process.  In essence, you must meet one or more of the following criteria: 

• You are at risk of redundancy due to the expiry of a fixed term contract, or fixed funding.
• You are at risk of redundancy due to organisational change and have at least 2 years continuous service with Imperial. (If you are in group one, you do not need to have 2 years’ continuous service with Imperial to be eligible).
• Your redeployment has been recommended as an outcome of the Flexible Working Policy.
• Your redeployment has been recommended as a reasonable adjustment due to a health condition, or disability.

Paragraph 3.2 of the Redeployment Policy and Procedure specifies the three redeployment groups and the criteria you must meet in respect of each group. 

Paragraph 5 of the Redeployment Policy and Procedure explains how you can join the redeployment process, in accordance with your redeployment group. 

Group one

If you are in redeployment group one, you will be added to the Redeployment Register automatically and do not need to complete a Redeployment Form, or an application form.  The HR Representative will inform the Recruiting Manager if you are considered a potential match for a vacant role.  You will need to complete an Essential Criteria Form which will enable the Recruiting Manager to ascertain whether the role is a suitable match for you.   

Groups two and three

If you are in group two or three, you can join the redeployment process by completing and submitting a Redeployment Form.  You will then be added to the Redeployment Register.  You will need to apply via the usual recruitment process and state your redeployment group on the application form. 

You should refer to paragraph 5.2 of The Redeployment Policy and Procedure where this is clarified.  If you are in redeployment group two or three, you must must submit a Redeployment Form to your HR Representative in order to participate in the redeployment process.  If you do not do this, you will not be added to the Redeployment Register and no searches will be carried out for suitable alternative vacancies on your behalf. 

If you experience difficulty in completing the Redeployment Form, (or if you require adjustments) you should discuss with your line manager who will provide support in the first instance.  The Equality, Diversity and Inclusion Centre (EDIC) may also be contacted for advice. 

If you are in redeployment group one, you are not required to submit a Redeployment Form and will be automatically added to the Redeployment Register.

As a redeployee, you will have priority to be offered a suitable alternative vacancy over and above other applicants who are not redeployees.  However, you must meet the essential criteria for the role, or be able to do so after a reasonable period of training.  If the vacant role is not suitable alternative employment, you will not have priority over and above other applicants.  Paragraph 4.1 of the Redeployment Policy and Procedure defines suitable alternative employment as follows:

4.1     Suitable alternative employment: is work that is on broadly the same terms, grade and within the same capacity as the redeployee’s current employment. A role may constitute suitable alternative employment if a reasonable period of training or re-training is necessary.

As a redeployee you will be prioritised according to your redeployment group.  If you are in group one, you will have first priority, followed by group two, then group three.  If your colleague is in the same group as you and a vacancy may be suitable alternative employment for both of you (and you both meet the essential criteria), a competitive process should be followed.  This will usually mean formally applying for the role and attending an interview. 

If you are in group one, an informal discussion will be arranged, rather than an interview.  During the discussion, practical considerations will be addressed such as whether you may benefit from an initial period of training, for example. 

If you are in groups two or three, you will be shortlisted for interview  (for suitable alternative roles) with priority over those who are not redeployees but you will still need to follow the usual application process, which would typically involve an interview.  

It could be the case that you would require a reasonable period of training  (as opposed to a lengthy period of re-training) in order to carry out an otherwise suitable alternative role.  If that is the case, the Recruiting Manager will set out and agree a training plan with you as part of the selection process.  Practicable timescales need to be factored into the plan and you must demonstrate the capacity and willingness to learn.

No, alternative employment is work that may be available within Imperial but on different terms, different grade or within a different capacity to your current position and grade.  You are encouraged to apply for alternative employment as a way of avoiding redundancy but you will not have priority over other applicants. 

If you accept a suitable alternative vacancy, there will be a four week statutory trial period.  This allows both yourself and Imperial to assess whether the role is in fact suitable.  If the trial is unsuccessful, you will be entitled to receive a statutory redundancy payment, if eligible.  However, the trial period cannot usually be extended. 

If you are at risk of redundancy, you will be eligible to join Redeployment Group 3, providing you meet all the other criteria set out in paragraph 1.5 of the Redeployment Policy and Procedure.  You will be  formally notified if you are at risk of redundancy.