You may at some point become unable to retain your current position, for example due to incapacity for work or as a result of a reorganisation. If this is the case, an investigation will take place into the possibilities of transferring you to another suitable position. The text below provides the answer to a number of questions about the rights and obligations of a candidate for redeployment, and about the nature of the investigation.

Who is considered to be a redeployment candidate?

You are considered to be a redeployment candidate if you are in danger of losing your position for one of the following reasons:

  • Discontinuation or redundancy of your position;
  • Incompetence or unsuitability, unless you can be held personally accountable or responsible;
  • Another reason than those listed above, unless you can be held personally accountable or responsible.

You can also become a redeployment candidate as a result of a (short or long) period of illness, following which it is not possible for you to resume your position. In this case, other conditions apply (see Section 3 of the Regulations). The most important of these conditions is that following the first year of illness, you may be transferred to an acceptable, rather than a suitable, position.


As a redeployment candidate you are given precedence over other candidates when filling vacancies and you will be sent a weekly newsletter with the most recent vacancies. For a number of days, only redeployment candidates are informed of these vacancies.

Redeployment investigation

The redeployment investigation is the period during which we look for a suitable position for you. The standard duration of the investigation is from 3 to 6 months, depending on how long you were employed by the university.
If you become a redeployment candidate as a result of a reorganisation, the investigation period is extended to 10 months.

A redeployment investigation that takes place as a result of illness or incapacity to work ends either with your transfer or with the termination of your contract. In the course of the redeployment investigation, we will be looking for a suitable or, following the first year of illness, an acceptable new position for you.

Your status after the investigation
As long as you are employed by the university, you retain your status of redeployment candidate, even after completion of the transfer investigation. You will continue to receive the weekly vacancy newsletter and you will retain your right of precedence until the date of termination of your contract.

Suitable position

A position is considered to be suitable if the following apply:

  • You possess the knowledge and skills required for this position or you are considered to be able to acquire the required knowledge and skills within one year;
  • In the opinion of the employer, you should be able to be adequately retrained or receive additional training within a period of 12 months, so that at the end of this period you will possess the knowledge and skills considered to be necessary for successful performance in this position;
  • The position is not valued lower than two scales below the salary scale of your most recent position;
  • The position is a structural component of the permanent staff structure;
  • You can in all reasonableness be assigned to this position in view of your personality, your circumstances, and your prospects.

If there is any doubt about the suitability of the position, your employer may opt for a trial placement of a maximum of 12 months.


Redeployment is coordinated by the redeployment coordinator. If you have any questions about this, please send an e-mail to


Leiden University Regulations on Staff Redeployment 2014

Last Modified: 05-03-2014