Redeployment is a widely used mechanism allowing for the retention of experienced staff. In NHS Greater Glasgow and Clyde there are two main reasons an employee will be eligible to be considered for redeployment to a suitable alternative post:
- Ill health
- Organisational Change
In cases of ill health a management referral to the Occupational Health service must always be made to help assist in the identification of what may be considered a potential suitable alternative post.
In circumstances where redeployment follows a work-related injury or illness for which the individual has been awarded Injury Allowance, pay protection will apply.
The redeployment process is currently being reviewed and will be updated in due course
All you need to know in 30 seconds
Sometimes it is not possible for staff to do their previous roles after a period of sickness absence. This could be due to a musculoskeletal problem or injury, for instance. This is where redeployment may be considered.
Redeployment is a widely used mechanism allowing for the retention of experienced staff as it helps to retain staff who are unable to do their previous roles.
If you and/ or your employee believe they are unfit to return to work following a period of sickness absence or due to a medical condition, a management referral should be completed and sent to OH to seek further advice as to whether redeployment due to health grounds is appropriate or whether there are any suitable reasonable adjustments that could support the employee remain within their role.
All you need to know in detail
It is not always possible to rehabilitate employees back into their original post in the short term. This may be due to the nature of the employee’s illness or the requirements of their role. For instance, musculoskeletal problems may need time to heal without the risk of further damage.
In these circumstances, redeployment may be a consideration.
Redeployment is seen as an important mechanism that can assist in the retention of experienced and skilled staff in the NHS.
This can be used in the short term, while an employee is recovering from a period of ill health before returning to their usual job full time through local redeployment with the same service/ sector, or permanently for staff who have no likelihood of returning to their original role through the formal redeployment process. Where an employee has been deemed by OH to be permanently unfit for their original role redeployment is accessed through the Board’s Redeployment Service.
In some cases, redeployment requires re-training or further inductions, and it is good practice for this to be provided as part of a package devised and implemented by the line manager with advice and support from Occupational Health Services and Human Resources where appropriate.