Redeployment and Suitable Alternative Vacancy Tracker
A live register of vacancies across the group, matched against at-risk employees, with priority flags for those with statutory preference.
A live register of vacancies across the group, matched against at-risk employees, with priority flags for those with statutory preference.
When to use it
From the first at-risk letter until the last termination date. Update it weekly and share it with representatives.
Running a redeployment-first process, and proving you did
The duty to search for suitable alternative employment runs from the moment an employee is put at risk until their employment ends. It is an active duty, not a link to the careers page — and it is one of the most common points of failure in an otherwise well-run redundancy process.
What the tracker holds
Every vacancy that arises during the at-risk period across the organisation, matched against at-risk employees, with the date it was shared, who considered it, what happened and why. It gives you two things at once: a live redeployment tool for the programme team, and the evidence trail that the search was genuine.
Suitability and priority
Suitability is judged on the role''s status, pay, location, hours and skills relative to the employee''s current job — not on whether the employee is likely to want it. Employees on maternity, adoption or shared parental leave have a priority right to be offered a suitable alternative vacancy where one exists, ahead of other at-risk colleagues. Flag those cases in the tracker.
Sharing it with representatives
Publishing the vacancy list weekly to representatives and at-risk employees converts a source of suspicion into a shared workstream. It also surfaces roles the programme team did not know about, which is usually where the successful redeployments come from.
Trial periods
Where someone takes an alternative role that differs from their current one, put a statutory trial period in place using the Statutory Trial Period Agreement so neither side loses their position if it does not work out.
Redeployment and transition support together
The strongest workforce transition services run internal redeployment and external career transition support in parallel, so nobody is waiting for one to fail before the other starts. Our approach and guides explain how to sequence the two.
