If you are being redeployed to a different area or workplace, use this ten point checklist to help you:
- assess your situation
- consider if your employer has met their responsibilities
- decide whether any further support is needed.
1. Your personal circumstances and risk
When redeploying staff, we expect employers to undertake appropriate occupational health risk assessment based on the individuals own health and wellbeing. The risk assessments must be relevant to areas of practice and patients, including consideration of PPE requirements. It is important to see our occupational health section below for more information on risks and underlying health conditions.
Employers also need to consider an individual’s unique experiences and skills before considering where to redeploy them.
2. Your contract and pay
It is important to check that your contract allows you to be moved. Also check any relevant local policies. If your contract does not allow you to be moved, discuss this with your manager and contact us.
If you contract does allow the move, you should not experience any detriment in relation to your pay or your terms and conditions of employment.
3. PPE requirements
You must be provided with the appropriate personal protective equipment (PPE). Where necessary, you should also receive fit testing and appropriate training, including safe donning and doffing.
4. Security systems and IT
You will need an induction to the relevant security systems, passcodes and a name badge might be required. You will also need an induction to the telephone and alarm systems, along with incident reporting IR1/Datix system and record keeping procedures (see below).
5. Your working time
Your employer must comply with your contract of employment and local policies in addition to meeting the requirements of the Working Time Regulations.
They must also ensure that appropriate arrangements for recording and accruing overtime and TOIL are in place, and any related payments are made. Read more about overtime and TOIL on our COVID-19 faqs.
6. Your role, responsibilities and team
The specific duties and responsibilities of the role along with your level of competence should be discussed from the outset. You should also know who your line manager will be and who you will be working with.
As part of your induction to the new role you should be given information about the team around you and each team members competencies. It is reasonable to make enquiries about other redeployed staff and their competencies. Any areas of concern should be escalated and reported to senior managers.
You may need more information about:
- essential contacts (for example who is on call)
- senior staff on shift
- supervision and support arrangements.
7. Your work area
You will need to have an induction to the clinical area which should cover:
- policies and procedures (see below)
- the infection status of the clinical setting
- access to and appropriate use of any equipment that might be needed in your role
- moving and handling (access to equipment, procedures)
- location of toilets and staff room/lockers/drinking water
- working times, rota and break allocation.
8. Access to policies and procedures
This should be discussed and copies must be readily and easily available. For example, you may wish to check the:
- record keeping policies
- medical teams & referral process including escalation
- medicine safety procedures (including any limitations e.g. IV drugs)
- emergency procedures (for example evacuation and fire safety, violent incident, resuscitation, needlestick/exposure incident)
- infection control procedures.
9. Indemnity cover
Employers must ensure that the appropriate indemnity arrangements are in place for all staff who are required to move to a new work area. Read more about this in our indemnity section below.
10. Career development opportunities and returning to your role
Although temporary redeployment can be unsettling, there could be opportunities to working in a different environment. Both you and your employer should maximise these learning opportunities by setting some key objectives during your redeployment. Consider how you might use the experience and reflect on it for your revalidation.
When you return to your original place of work you may need a period of reorientation. Employers should consider a further risk assessment to include additional education and training needs, and any support, clinical supervision, or counselling requirements which are available to support you in your return to your previous role and duties.
If you are delayed returning to your substantive role, discuss this with your manager and if you have concerns, contact us.