What is redeployment?
Redeployment is moving an employee to another suitable role rather than making them redundant, and it affects whether a redundancy is genuine.
Redeployment is when an employer moves an employee whose role is no longer needed into another suitable position, instead of ending their employment. It is a key part of how redundancies are assessed.
Under section 389 of the Fair Work Act 2009, a redundancy is not a genuine redundancy if it would have been reasonable in all the circumstances to redeploy the employee within the employer's business, or within an associated entity. If reasonable redeployment was available and not offered, an employee may be able to bring an unfair dismissal claim.
Key facts
- •Redeployment means offering a suitable alternative role instead of redundancy
- •It is assessed under section 389 of the Fair Work Act 2009
- •Roles within the employer's business and associated entities must be considered
- •A redundancy is not genuine if reasonable redeployment was available but not offered
- •If redeployment was reasonable, the dismissal may be an unfair dismissal
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Redundancy Pay CalculatorFrequently asked questions
Did my employer have to offer me another job before making me redundant?
If it would have been reasonable to redeploy you into another suitable role in the business or an associated entity, then under section 389 your redundancy may not be genuine. That can support an unfair dismissal claim.
Does redeployment have to be the same pay and role?
Not necessarily, but it must be suitable, taking into account your skills, location, and the role's pay and conditions. The Fair Work Commission looks at whether redeployment was reasonable in all the circumstances.
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General information and estimates only — not legal, financial or tax advice. Always check your specific award, agreement or contract, or a qualified professional, before you rely on the result.