Medical redeployment Show all updates VersionDescription of changeReason for changeDate approved1.1Addition of wording to scopeTo provide information on instances relating to managing attendanceApril 20251.2New wording regarding use of the medical redeployment policyTo clarify when medical redeployment can be consideredMay 2025 Show all updates VersionDescription of changeReason for changeDate approved1.1Addition of wording to scopeTo provide information on instances relating to managing attendanceApril 20251.2New wording regarding use of the medical redeployment policyTo clarify when medical redeployment can be consideredMay 2025 BodyContentIntroduction This document comes in 2 parts.Part 1 sets out the Jersey Public Services policy and principles regarding medical redeployment.Part 2 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.TitleMedical redeploymentAuthorEmployee ExperienceDocument typePolicy and procedureIssue date31 March 2025Effective date23 May 2025Review date31 March 2028Version1.2 This policy supersedes all previous policies, circulars and procedures connected with medical redeployment within the Public Service.Code of practice and policy familyThis 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 purposeThe 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 scopeThis policy applies in the following circumstances:by reason of disability or other medical reason, you are no longer able to continue in your current role despite the implementation of reasonable adjustments to that roleTo be eligible you must be:employed by the States Employment Board on a permanent contract of employmentan office holder in the Government of Jersey on a permanent contract of employmentan Police Officer within the States of Jersey Police, where it has been confirmed by Occupational Health that you are deemed to be unfit to carry out your role, taking all reasonable adjustments into accountThis 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.If the redeployment is in relation to Managing Attendance, please refer to the Managing Attendance policy available on MyStates, for the relevant procedure. Policy principlesFind more information in the Policy principles document. In addition:we are committed to retaining you if you are in scope of this policy by offering redeployment opportunities wherever possiblewe will give you priority to apply for vacant roles which are deemed as suitable alternative employment before they are advertised openly. However, we also expect you to engage with the procedure and work with us to proactively find a redeployment opportunity for youwe will provide you with sources of wellbeing support if you are placed onto the redeployment registerany external job search will not prejudice your internal redeployment opportunities if you are successfully redeployed into suitable alternative employment before your notice expires then your continuous service with the Government of Jersey is not brokenif you are no longer able to perform the duties of your current role due to a disability, and we cannot accommodate reasonable adjustments recommended through medical evidence, we will support you to find an alternative role through this policy and procedure Performance and key accountabilitiesRead the performance and accountabilities toolkit. The procedure What is redeploymentRedeployment 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 redeploymentRedundancyFind more information on the organisational change policy.Ill-health retirementThere 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:causing an unacceptable level of frequently recurring absencecausing long-term sickness absencepreventing them performing the full duties of their roleOccupational 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 as a recommendation from a capability or managing attendance hearing outcome. What is the redeployment schemeIn the case of medical redeployment, you will enter the redeployment scheme:at the point of the recommendation following a hearingfollowing being offered Ill Health Retirement, if your preference is redeployment over Ill-health retirementYou 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 experienceHiring 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 employmentThe decision as to whether a role is suitable alternative employment is made based on:your skills, abilities, and circumstancesyour pay, status, hours, and locationFind more information on the pay protection policy regarding the level of protection offered, should this be appropriate. Searching for suitable alternative employmentThe 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. ClearancesIf 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 skillsIf 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 alternativeIn the case of redeployment on medical or disability grounds, fixed-term employment will not be considered a suitable alternative role. Pay protectionIf 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 transferWhilst 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. AppealIf you wish to appeal against the decision to be placed on the medical redeployment register you should do so in line with your right to appeal against the outcome from an alternative process such as, capability, managing attendance, or ill-health retirement. Right to be represented or accompanied, including companion supportBy 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 wellbeingYour 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 termsSee our glossary of terms for definitions or explanations. People policies glossary