South Australia: Redeployment, retraining and redundancy
Version checked: 22 January 2026.
Determination 7 supplements the applicable salaried or allied-health enterprise agreement, including successor agreements. It operates as guidance for employees covered by the Weekly Paid 2025 agreement. Casual and term employees, and specified employees without an ongoing return right, are excluded.
The January document refers to the Salaried 2021 agreement and successors; the current Commissioner’s index identifies Salaried 2026. Read the determination with the operative agreement rather than using an obsolete agreement as the current source of entitlements.
Suitable duties must be assessed against relevant agreement criteria. Skills, experience, duration and comparable functions matter; employee agreement is not invariably required for transfer to suitable funded work. Importantly, the document distinguishes excess status arising outside genuine organisational change. Those cases require active alternative-placement consideration and support, rather than automatic use of a redundancy timetable.
For correctional restructuring, establish why the employee is said to be excess, which agreement applies, and what funded alternatives were examined. Keep the declaration, suitability assessments, training proposals and consultation records. Income maintenance under Determination 2 is a separate issue, not a substitute for examining whether the redeployment process is lawful.
General information, not advice on a particular case. Check coverage and the current industrial instrument before acting.
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