Medical redeployment

​​​​​​​​​Introduction​

This document comes in 2 parts.

Part 1 sets out the Jersey Public Services policy and principles regarding medical redeployment.

Part 1 provides the procedure, setting out how to implement the policy with links to toolkit items to give you more information. The procedure is intended as a guide only and may be changed or be varied from time to time.

This policy supersedes all previous policies, circulars and procedures connected with medical redeployment within the Public Service.

Code of practice and policy family

This policy forms part of the code of practice for employee rights at work. This code will be reviewed at the start of each term of the States Employment Board, or earlier where relevant legislation or regulations change.

Medical redeployment policy

Policy purpose

The purpose of this policy is to provide information and guidance about the Government of Jersey’s commitment to redeployment if you need to find suitable alternative employment and fall within the scope of this policy. All our policies are underpinned by our public sector values.

Policy scope

This policy applies in the following circumstances:

To be eligible you must be:

This policy must not be used as an alternative to effectively manage an employee’s performance or conduct. Employees wishing to transfer to another role for personal reasons must follow the recruitment and selection policy.

Policy principles

Find more information in the Policy principles document.

In addition:

Performance and key accountabilities

Read the performance and accountabilities toolkit​.

The procedure

What is redeployment

Redeployment is the process of offering you the opportunity to try out or be outright offered a new position if the work and terms of the said position are reasonably similar, you have transferable skills, and the circumstances can be adapted to suit.

Reasons for redeployment

Redundancy

Find more information on the organisational change policy.

Ill-health retirement

There may be occasions when it is identified that you are no longer able to carry out your existing role due to a medical reason or a disability. In such cases Occupational Health will be asked to provide medical guidance in respect of your ability to continue working in your existing post and explore whether ill health retirement is a possible outcome.

Redeployment can be used as an option at this point, instead of individuals taking Ill health retirement.

Further information can be found in the capability policy and managing attendance policy.

Capability or sickness absence (disability)

Medical redeployment will be considered in situations of capability or sickness absence, where a disability is preventing you from undertaking your role, and where reasonable adjustments have been explored and cannot be fully supported due to the nature of your role.
It would also apply in situations where ill health retirement has been explored and has not been supported.

In situations of disability or other medical reason, where your notice period is less than 3 months, the duration of the notice period can be extended by mutual agreement to ensure the best opportunity for effective redeployment. We will also ensure a pro-active approach where possible to have early discussions around any suitable alternative roles.​

Whilst this policy is necessarily broad and generic in order to cover a range of circumstances in which redeployment is required, on some occasions an issue or circumstance may arise that has not been considered. Under such exceptional circumstances management - in consultation with the employee and their representative - will address the issue in the most sensitive and appropriate way, bearing in mind the individual’s situation. It may therefore be more appropriate to depart from one or more stages of this policy, for which a fair and reasonable process will be adopted. Before you take any action you should always contact hrcasemanagement@gov.je​.

Before utilising the medical redeployment policy

It is vital that Occupational Health is engaged at the earliest opportunity when it becomes apparent that an employee may have a medical condition which is either:

Occupational Health should provide independent medical advice and ensure line managers can make informed decisions.

Reasonable adjustments to the existing role should be considered in line with Occupational Health advice. Line managers who are considering making adjustments to aid the return to work for an employee after a period of sick leave should refer to the wellbeing page on MyStates (internal website) for guidance on reasonable adjustments.

In areas of the Public Service where restricted duties are utilised for medical reasons, this should be for a limited period of time, with a review at 6 months, when a decision for extension should be made to the Chief Officer and HR Business Partner for the department.

Consideration of redeployment will only be given following the application of the managing attendance or capability policy, as a recommendation from a capability or disciplinary through managing attendance hearing outcome.

What is the redeployment scheme

In the case of medical redeployment, you will enter the redeployment scheme:

You will be on the redeployment scheme for the full length of your contractual notice. If an alternative role is not found within this time, then your contract may be terminated on grounds of capability or as a result of managing attendance, where notice will have already been provided at the outcome of the process or following the successful application for ill-health retirement

You will be responsible for working with your line manager and HR representative to ensure that your skills profile is up to date and an accurate reflection of your skills and experience

Hiring managers will be responsible for reviewing the skills profiles of employees on the redeployment register before they advertise any posts, and for identifying in partnership with People Services whether their post would be a suitable alternative role.

If a role is identified as a suitable alternative role, you will be prioritised for this role.

Suitable alternative employment

The decision as to whether a role is suitable alternative employment is made based on:

Find more information on the pay protection policy regarding the level of protection offered, should this be appropriate.

Searching for suitable alternative employment

The search for suitable alternative employment is a joint search. We will give you priority to apply for any of the suitable alternative vacancies before they are released for advertisement, but we expect you to engage with the procedure and work proactively to search for redeployment opportunities.​

All roles are advertised internally and externally and can be found on the careers portal available through Connect People.

If you think a vacancy already advertised could be suitable alternative employment, you should notify your line manager and HR representative immediately, who can liaise with the hiring manager of the vacant post, to confirm if the role is suitable alternative employment for you. If it is considered not to be, you may still apply for the role and will find more information in the voluntary transfer section of this procedure.

You may not be the only candidate in the selection process as there may be others in the redeployment scheme being considered for the role.

Whilst in the redeployment scheme, you will be allowed reasonable time off to attend internal interviews, in line with the special leave policy.

If you are the successful candidate in the selection process, your appointment to the role will be confirmed.

Clearances

If there are requirements to conduct additional clearances for an alternative role, this must be completed prior to you being formally placed into the role.

If clearances are not successful and you are still eligible to remain for a duration on the redeployment register, then the search for an alternative role should continue. If the time limit has expired, your employment will be terminated.

Learning and skills

If any development needs have been identified for the alternative role, training will be prioritised where possible. Line managers should refer to the learning and skills catalogue on MyStates.

Fixed-term employment as a suitable alternative

In the case of redeployment on medical or disability grounds, fixed-term employment will not be considered a suitable alternative role.

Pay protection

If you are redeployed into a lower pay grade or salary than your current role, the role may be eligible for pay protection in line with the current terms of the pay protection policy.  You will be advised of the salary for the new role together with the level of pay protection, if any, to be offered prior to taking up the new role.  

Find more information on the pay protection policy​.

Voluntary transfer

Whilst in the redeployment scheme, you can independently apply for any vacant role across the Jersey Public Sector. However, if this is not deemed to be suitable alternative employment, then this is considered to be a voluntary internal transfer. Any appointment made through a voluntary transfer would not entitle you to the terms of the pay protection policy. 

Appeal

Right to be represented or accompanied, including companion support

By law, any employee can bring one person to a formal meeting, this can be a trade union representative or a workplace colleague. In addition, employees who require reasonable adjustments may also be entitled to companion support.

Right to be accompanied

Support and wellbeing

Your wellbeing is our priority, everyone should feel safe and supported in the workplace, sources of wellbeing support and guidance can be found for public servants on MyStates (internal website). 

Glossary of terms

See our glossary of terms for definitions or explanations.  ​​

People policies glossary​