Understanding Suitable Alternative Employment

What is Suitable Alternative Employment?

During organisational change, one of the key ways to minimise redundancies is to explore whether there are other roles within the University that an impacted employee could reasonably undertake. This is part of the redeployment process and can be referred to as finding roles which are considered to be suitable alternative employment when the employee is on the redeployment register because they are at risk of redundancy. 

The aim is to work collaboratively with colleagues to understand whether a role is broadly comparable to their current position, or whether with appropriate support it could become a good fit. This process reflects our shared commitment to supporting people through change with fairness, compassion, and consistency. 

How We Assess Suitability 

Determining whether a role is suitable involves looking at a range of factors rather than any single criterion. Managers, HR colleagues and employees work together to consider:

  • Is the work similar in nature to the employee’s current role? 
  • Are the main duties and responsibilities reasonably aligned?
  • Would the employee be able to meet the key requirements with appropriate support or training? 
  • Does the employee already possess most of the core skills needed for the role? 
  • Are any gaps realistic to bridge with training or reasonable adjustments?
  • Are transferable skills relevant and valued? 
  • Is the role on the same grade, job family or hold the same level of responsibility? 
  • If the grade is lower, could this still be reasonable in the circumstances, taking into account the individual's skills and career expectations. 
  • If the grade is one grade lower but is still considered to be similar and suitable to avoid redundancy then it is likely that pay protection arrangements will be invoked. 
  • Any other implications for allowances (e.g. a market supplement or shift allowance) or contractual arrangements will need to be discussed, carefully and transparently. 

It is important to consider: 

  • Working hours 
  • Work pattern or shift requirements
  • Location (including dynamic working arrangements)
  • Flexibility or travel needs
  • Any contractual variations 

A role can still be suitable even if these elements differ slightly, provided the differences are manageable and reasonable for the individual. 

    Where an employee has a disability, long term health condition or specific workplace needs, suitable alternative employment is considered through an inclusive lens. This may include: 

    • Adjustments to duties 
    • Adapted equipment or technology
    • Altered work patterns
    • Training or phased integration into the new role 

    Making reasonable adjustments forms part of our commitment to supporting staff to remain in meaningful employment wherever possible. 

    Openness, empathy and dialogue are central to determining suitability. Hiring Managers should meet with impacted employees to explore: 

    • How their skills and experience align with potential roles 
    • Any concerns or barriers including any conflicts of interest
    • What support or development could help them succeed
    • Whether adjustments may be needed
    • Whether the role feels acceptable and sustainable for them in practice 

    These discussions should be clear, constructive and solution focused, with time and space for employees to consider options carefully. It may be appropriate for the Hiring Manager to see information from the employee’s expression of interest if they are not the same manager effecting the changes. 

    Where there is uncertainty following these types of changes, a trial period can be a helpful way to evaluate suitability in practice. Trial periods allow both the employee and the University to test whether the role is a good match i.e. a suitable alternative, supported by feedback, learning and reasonable adjustments. 

    If the trial period demonstrates the role is not suitable, the employee will continue to be treated as at risk of redundancy and will retain further redeployment support. 

    A role may be considered unsuitable where, for example: 

    • The duties are substantially different and not reasonably aligned 
    • Skills gaps are too large to be bridged through training
    • The grade is significantly lower or where the grade is higher
    • Changes to hours, pattern or location would cause undue difficulty
    • The role cannot be successfully performed even with adjustments
    • An actual or perceived conflict of interest cannot be reasonably supported 

    Where this is the case, HR and managers will continue working with the employee to explore other opportunities. 

    Throughout the process, our priority is to work collaboratively with colleagues, treating everyone with respect and clarity during what can be a challenging time. 

    Suitable alternative employment is not simply a test of job similarity. It is a partnership approach designed to support colleagues to continue contributing to the University in a meaningful and sustainable way.