Redeployment Framework Summary
Parts of the Higher Education (Freedom of Speech) Act 2023 came into effect on 1 August 2025. These strengthen the legal duties of universities in relation to free speech and academic freedom. Regulation of the new duties is undertaken by the Office for Students (OfS), which has published regulatory guidance on the topic. The University is fully committed to securing and promoting freedom of speech within the law for staff, students and visiting speakers in all activities relating to academic life. The University’s Code of Practice on Freedom of Speech sets out the University’s values, approach and associated procedures in detail. This policy/guidance/information is currently being reviewed against the OfS’ regulatory guidance. Any amendments arising from the review will be subject to approval being sought through the University’s normal governance processes. In the meantime, this policy/guidance/information is to be interpreted and applied in a manner consistent with the Code of Practice; in the case of any perceived conflict, the provisions of the Code of Practice will take precedence insofar as that is lawful and reasonably practicable. For further information on the new legislation, please see the Governance and Compliance Division website. |
This page provides a summary of the Redeployment Framework. For full details, please refer to the complete framework on the Redeployment Framework page.
What is this framework about?
The Redeployment Framework sets out how eligible employees will be supported by the University to seek suitable redeployment opportunities.
Who is this framework for?
All University employees.
What do I need to know?
The Redeployment Framework will be used when:
- An employee is at risk of redundancy and has 2 or more years’ continuous service.
- An employee is at risk of redundancy and is on or recently returned from family leave (additional protections apply in this situation).
- OH has recommended redeployment due to a disability or health condition.
- Redeployment has been recommended via a formal procedure e.g. disciplinary, grievance, dignity at work.
Employees that are covered by the Redeployment Framework are referred to as priority candidates.
Procedure
- Priority candidates should sign up for vacancy alerts and apply for vacancies, confirming their priority status.
- Line managers should highlight suitable vacancies.
- Recruiting managers must shortlist priority candidates if they meet the essential criteria for the role, with priority candidates being interviewed prior to other candidates wherever possible.
- If a priority candidate meets the requirements, they should be offered the post.
- There are some exemptions that apply to research-intensive or senior roles, details of these and the approval required for an exemption are detailed in the framework.
- Following redeployment an employee has a statutory right to a trial period of four weeks.