This "How To" provides guidance to managers in making redeployment referrals and to understand their roles and responsibilities in the process. It also outlines employees' involvement at the start of the process.

  1. Table of contents

Agreeing redeployment

Substantive managers should discuss the potential reason for redeployment with their HR Business Partner and also ensure no alternatives are available, for example reasonable adjustments.

Manager responsibilities

Redeployment meeting

Once the need for redeployment has been identified, this should be discussed with the employee to confirm that redeployment is being considered, discuss the reasons for this and ensure that they agree to engage in the process.

These discussions may be part of a meeting convened as part of, for example, the Capability procedure or may also be a separate meeting, whichever is relevant in the circumstances. Employees should be given a written invite to this meeting and be reminded that they may choose to bring a colleague or Trade Union representative with them.

The meeting provides an opportunity to:

  • Review the reason for redeployment, for example, in health related redeployment cases, consideration should be given as to whether reasonable adjustments could be made to the employee's substantive role (in consultation with Occupational Health (OH)) before confirming redeployment as an option.
  • Discuss with the employee whether redeployment is a realistic option for them or whether other alternatives are available.
  • Seek their agreement that they wish to engage in the process.
  • Explain the redeployment process and provide a copy of or link to the Redeployment policy for future reference.
  • If an employee indicates that they do not wish to be redeployed or engage in the process, they need to be made aware of the potential consequences for their continued employment and be asked to confirm this in writing. Further advice should be sought from the HR Business Partner at this stage.
  • Explain that, whilst they are in the redeployment process, they may be offered periods of short term assignments to enhance their skills and experience.
  • Explain that the Council's vacancies are advertised on myjobscotland and that it is their responsibility to regularly check the vacancies on the website and apply for the posts directly on myjobscotland.
  • Refer the employee to the How to do a redeployment search for further information.
  • Explain length of redeployment search (max 12 weeks).
  • All details relating to the conversation with the employee should be confirmed in writing. Template letters will be available from Human Resources at

Employees on sick leave

An employee may be on sick leave at the start of the redeployment process, however, they can start the redeployment process subject to OH advice. In situations where an employee may be returning to work to undertake work experience, they should be advised by their manager that their annual leave accrued during their absence may be used to facilitate a phased return to work in line with the Council's Managing Sickness Absence Policy. Accrued leave would not normally be used to facilitate a longer work trial.

Redeployment registration

  • Substantive manager should complete the Redeployment Registration form and email this to This confirms the employee is entering into redeployment following discussion with the HR Business Partner and the employee.

    Redeployment referral form
  • HR Helpdesk will update the details on a central register for reporting purposes only.

  • On receipt of the registration, HR Helpdesk will send a confirmation email to the manager and the employee (cc'ing the HR Business Partner) to confirm receipt as well as the process to be followed. The start and end date of the redeployment process will also be confirmed.

Completing the Redeployment registration form

Substantive managers should ensure that all relevant contact information for the employee is up to date on the registration form.

The following information should be included:

  • Employee details
  • Reason for redeployment
  • Start and end date of redeployment
  • Length of service in their current role
  • Any restrictions on the redeployment to be considered

Substantive managers will still have management responsibility for the employee and should maintain regular contact with them during the redeployment period. This should take place no less than every 2 weeks.

Redeployment referral form

Employee responsibilities

It is important that employees fully engage in the redeployment process. An employee is expected to attend meetings with their manager as requested to discuss the redeployment process.

Employees should confirm their engagement with the redeployment process and understand the consequences of not participating.

Employees will be responsible for applying for posts they are interested in via the myjobscotland portal. They should take an active role in their job search and ensure they keep their manager updated on the job search process.

Further information for employees on applying for posts is included in the How to undertake a Redeployment Search.

Redeployment register

Once the paperwork has been completed and sent to the HR Helpdesk, the employee's details will be entered onto a Redeployment Register which will be overseen by the HR Helpdesk. This records all redeployment requests and will be used for reporting purposes only.


The redeployment period will normally last for a maximum of 12 weeks and it is the employee's responsibility to apply for any posts that they are interested in during this period. Substantive managers should maintain contact with the employee as part of the ongoing process to explore options available, including discussing potential redeployment opportunities.

Where a potential redeployment opportunity is identified and if a work trial is offered, it will normally last for 4 weeks. This may be extended where a recruiting manager feels they have not been able to assess the redeployee's skills in the time available or where OH advises phasing back to work over a longer period of time. An extension period should be for no more than 2 weeks.

Details on work trials can be found at How to implement and support a work trial.