Redeployment - how employers can select

If you have got to the stage where your post is made redundant, but there are other jobs available within the organisation, your employer needs to let you know how candidates are going to be selected.  This could be by: -

• slotted in - a new post may contain about 80% of your current activities.  You then have a claim for being slotted into the new post.  
• ring-fencing - a number of individuals may be ring-fenced to a particular post.  This is usually when the new job contains about 2/3rd of your old job.  
• competitive interview - this could be open to general applicants or to a narrow group who have been ring-fenced 
• Panel selection - a group with meet to review the specifications of the proposed post, and will compare candidates by means of relevant skills, knowledge, experience, flexibility and adaptability, aptitude and approach to work, to ensure that the skills and experience are appropriate to the organisation’s future operating needs

Note that if new posts are available within the organisation, the posts should be first offered to those employees who would otherwise have been made redundant.

In accordance with statutory provisions, if you unreasonably refuses a slotted in position (i.e. suitable alternative employment) you will forfeit your right to any redundancy payment and any enhanced pension membership purchased on your behalf.  You should be advised of this likely decision in advance, which will allow you an opportunity to re-consider !

On a general basis, if people are at risk, then they should, all things being equal, be offered ANY suitable  alternative vacancy first.  However, note that although an employer is required to make all reasonable efforts to avoid redundancy, there is no legal obligations abut ring-fencing and slotting in criteria.  One more good reason to stay polite right to the end.