Redeployment and redundancy planning
What is redeployment of employees?
Redeployment is when an employer tries to move employees into suitable alternative roles inside the organisation rather than making them redundant. Done well, it can retain skills, reduce redundancy risk and give people a clearer future.
Simple definition
Redeployment is an internal alternative to redundancy.
Redeployment is when a company seeks to find current employees another position within the business, often because their existing role is at risk, surplus to requirements or affected by restructure. The employer will usually look at transferable skills, available vacancies and whether a role is a reasonable fit.
The risk is that a suitable alternative role may not exist. When redeployment is not possible, employers often need to consider redundancy and outplacement support so employees still receive practical help with their next step.
Three possible outcomes
- 1Successful redeploymentThe employee moves into a suitable internal role.
- 2Alternative supportThe person needs career guidance before deciding.
- 3Redundancy and outplacementThe business supports the employee into external opportunities.
Surplus staff
Redeployment can protect skills when roles or projects change.
Surplus staff often arise when a project ends, a team is restructured, work relocates or the business changes direction. Engineering, construction, professional services and large corporate environments may all use redeployment to move skilled people from one part of the organisation to another.
When the match is good, redeployment can be positive for both the employer and employee. The business keeps knowledge and reduces redundancy costs, while the employee keeps continuity, pay, benefits and internal career momentum.
However, redeployment needs to be handled carefully. A role that looks suitable on paper may not be realistic for the employee's skills, location, personal circumstances or long-term career direction.
A good redeployment review considers
- Transferable skills and recent experience.
- Location, travel, working pattern and pay impact.
- Training needed to succeed in the new role.
- Whether the role is genuinely suitable.
- The employee's career goals and confidence.
Practical process
How employers can approach redeployment fairly
Map roles
Identify at-risk roles, internal vacancies and where skills may transfer.
Review fit
Look at skills, location, pay, seniority, training needs and employee preference.
Communicate
Explain options clearly and document the process carefully. Legal advice may be needed.
Support next steps
If redeployment does not work, offer practical outplacement and career transition support.
Employment law and suitable alternatives
Redeployment and redundancy decisions need care.
Employment law around redundancy and redeployment can be strict, and employers should take appropriate legal advice when making decisions. This page is not legal advice, but the practical point is simple: redeployment should be handled fairly, transparently and with proper consideration of suitable alternative employment.
An offer that requires an unreasonable relocation, a major change in status or a role the employee cannot realistically perform may not solve the problem. Each case needs to be considered carefully, especially where pay, pension, benefits, travel or career direction are affected.
Redeployment is not always the best career answer
For some employees, suitable redeployment is the sensible option. For others, redundancy with proper outplacement support may create a better long-term career outcome, especially if the internal role is not aligned with their skills or goals.
When redeployment is not possible
Outplacement support helps when the right internal role cannot be found.
If redeployment is not available, not suitable or not the right choice for the employee, most respected employers offer redundancy support. This is often called outplacement or career transition support.
Good outplacement helps employees shorten the time between leaving one job and starting another. It can include career coaching, CV and LinkedIn improvement, job-search strategy, recruiter targeting and interview preparation.
For companies that need to support employees after redundancy or failed redeployment.
Outplacement servicesUnderstand the steps from first consultation through CV, LinkedIn and job-search support.
How outplacement worksCompare support levels and understand what affects outplacement cost.
Outplacement costsFor employees
Should you accept redeployment or take redundancy?
There is no single right answer. Redeployment may protect continuity, benefits, pension, income and familiarity. Redundancy may be the better option if the internal role is unsuitable or if it creates the chance to move into a stronger career direction.
Employees should think carefully about the role, location, working pattern, long-term opportunity, support available and how quickly they could secure suitable work externally. Career support can help people understand their value and make a clearer decision.
For individuals who need help deciding the next step after redundancy or career uncertainty.
Individual outplacementFor broader career change, transition and repositioning support.
Career transition servicesUnderstand what a good outplacement provider should actually do.
Provider guideFAQs
Questions about redeployment of employees
What is redeployment of employees?
Redeployment is when an employer tries to move an employee into a suitable alternative role inside the organisation rather than making them redundant.
Is redeployment the same as redundancy?
No. Redeployment is an attempt to avoid redundancy by finding a suitable internal role. Redundancy may still happen if no suitable alternative role is available or accepted.
What is suitable alternative employment?
Suitable alternative employment is a potential internal role that may be appropriate for the employee based on skills, terms, location, pay, seniority and other practical factors. Employers should take legal advice where needed.
Where does outplacement fit with redeployment?
Outplacement is usually offered when redeployment is not possible or when an employee is leaving the business. It helps the person prepare for external opportunities through CV, LinkedIn, job-search and interview support.
Contact us
Ask about redeployment, redundancy and outplacement support
Tell us whether you are supporting one employee, a group of employees or a senior person. If redeployment is uncertain, we can help you think through career transition and outplacement support.
