Workforce redeployment refers to a set of measures put in place to help employees affected by a layoff or termination secure new employment—either within the same organization or with another employer. The goal is to minimize job loss and support a quick and sustainable return to work.
In some contexts, redeployment is not just a good practice—it is a legal requirement.
In Québec, the Act Respecting Labour Standards stipulates that in the case of a collective dismissal (10 or more employees affected in the same establishment over a two-month period), the employer is required to:
In such cases, redeployment is a legal obligation, not simply a voluntary initiative.
The employer offers affected employees the opportunity to take on a new position within the organization, based on their transferable skills. This may be supported by training or task reassignments.
External partners (HR firms, staffing agencies, partner employers) are mobilized to provide job opportunities outside the organization.
| Term | Main Objective |
|---|---|
| Redeployment | Quickly securing new employment |
| Career Transition | Supporting a broader reflection and repositioning |
Redeployment tends to be shorter, more operational, and employment-oriented, while career transition may involve vocational or strategic dimensions.
Workforce redeployment refers to the set of measures designed to help employees affected by organizational restructuring find new employment. In Québec, in the case of a collective dismissal, redeployment is a legal requirement under the Act Respecting Labour Standards. Beyond compliance, it is also a way for employers to act with humanity and coherence.
Important Notice - The information presented in this article is provided for informational purposes only. It does not constitute legal advice or personalized professional guidance. Each management or termination situation may involve specific circumstances. We recommend consulting a lawyer, legal advisor, or qualified HR professional before making any decision.