Victorian public sector When a public sector role becomes surplus: redeployment comes first

Victoria’s Redundancy and Redeployment policy expects employers to explore continued employment, including redeployment and retraining, before treating separation as the answer. It requires consultation and genuine consideration of alternatives when restructuring may affect jobs.

When a role is declared surplus, the employer should confirm the date, redeployment process, available support, and employee rights and obligations in writing. Coverage matters: the policy generally excludes executives, casuals and fixed-term or maximum-term employees, subject to limited circumstances. VPS Agreement employees have a different vacancy-access framework from employees of other public sector entities. Read the official redundancy and redeployment policy.

Keep a clear redeployment record

Ask for the applicable agreement, redeployment policy and written notice. Keep a list of vacancies considered, applications, training opportunities, offers and reasons given for decisions. Identify relevant skills that may transfer beyond your current position.

Do not assume that a separation package is automatic, or that refusing a role has no consequences. Suitability, participation requirements, service calculations and any re-employment restrictions need careful checking before a decision.

For a prison officer, the first question is who employs you. Public service arrangements should not be assumed to apply to a private prison operator.

This policy framework sits alongside statutory and enterprise-agreement obligations. This article is general information, not individual legal or financial advice.

*Source checked 13 November 2026.*