The rationale behind the proposal was shared as part of the consultation document. If feedback has been received that impacts your role, this will be included in the summary feedback, as well as all individuals receiving a feedback email in response to their message. Where a category has changed, this will be explained in the outcome document.
In the first instance, you should discuss any questions with your VCEG lead or People & Culture Business Partner.
As detailed in the redeployment document, you will be placed on the redeployment register, and we will seek suitable alternative employment for you. You will be invited to a further meeting to discuss your ongoing employment situation. This meeting could result in the termination of your employment on the grounds of redundancy.
We will continue to seek suitable alternative employment for you throughout your notice period.
The redundancy dismissal meeting is a formal meeting at which we will consider whether to confirm your dismissal on the grounds of redundancy.
You have the right to be accompanied at this meeting by a work colleague or a Trade Union representative.
During the meeting:
If the decision is taken to dismiss you:
As much time as possible has been provided to complete the relevant documentation. Due to the number of interviews that are taking place simultaneously, there is very limited flexibility, however we will try to accommodate reasonable adjustments as much as possible.
Decisions will be communicated as soon as possible after the interview but may take a couple of days. You will be informed of timescales at the end of the interview.
During the trial period you will have regular discussions with your line manager to discuss how the trial is going and whether any adjustments would need to be made.
During the 2024/25 academic year, the University, like many universities went through a significant period of change. The sector remains volatile, financially challenged and highly competitive.
Since 2022/23 our on-campus student population has fallen by 42%. Whilst huge efforts have been made by colleagues to improve recruitment, as well as develop new courses, the latest forecast shows our 2025/26 student numbers will reduce further. We must adapt and align our operations to the number of students, ensuring our organisational structure is right for the institution's size, and continue to maintain our commitment to delivering high-quality education, supporting employability, and driving social mobility.
We have been actively managing our finances and staff numbers with initiatives like;
We have consulted with our recognised trade unions, UCU and UNISON, about the proposed changes and we will continue to work with them throughout the consultation process.
We need People and Culture to co-ordinate these reviews. When these reviews are completed, we will review People and Culture too.
Yes, this area will be reviewed.
This is an initial assessment of the impact based on the current proposals. The actual impact will not be known until the end of the consultation period and when the selection processes have concluded. We will be ensuring specific support is put in place for any identified areas where there is currently a potentially disproportionate impact.
The EIA will be available to view shortly.
All the proposed changes have considered the capacity needed to deliver on our commitments, considering the significant reduction in student numbers. If colleagues feel that specific responsibilities or activities have not been taken into account, they should provide this feedback to the ConsultationResponse@beds.ac.uk email address, and their suggestions will be fully considered and responded to, before final decisions are made.
A stress risk assessment has also been undertaken and is available here.
If an employee who is made redundant is an approved MPhil/PhD supervisor at the University of Bedfordshire they can normally continue in the supervisor role as an hourly paid lecturer at the standard pay rate for supervisors until the student submits their thesis. This continued supervisory role will be subject to the approval of the Vice Chancellor and should not normally exceed 90 hours of paid time per year. Payments for supervision will not be made during periods of interruptions to studies and will not normally be made beyond the date of normal duration of study for the student that is supervised. Payments will be subject to the annual approval of the Research Degrees Committee who will consider the former employee’s participation as a supervisor.
Where an employee leaves the university for reasons of redundancy (compulsory or voluntary), no PhD/MPhil fees relating to the period before the date of redundancy will be repayable. If the employee leaving the university is registered for a PhD/MPhil at the University of Bedfordshire they may apply to the Research Graduate School to continue being enrolled as a part time PhD/MPhil student at the University of Bedfordshire and to incur no fees for a period of up to one year or until a thesis is submitted whichever is the shorter time. The application will be subject to approval by the Research Degrees Committee. If the employee leaving the university is registered for a PhD/MPhil award at another university the employee will be liable for all fees and future enrolment arrangements. Staff who resign from their post at the university and wish to continue being enrolled as a part time PhD/MPhil student at the University of Bedfordshire would normally be required to pay fees from the date of leaving.
The planned leaving date is 28 February, but there may be some flexibility depending on operational needs, such as teaching or marking schedules. Each case will be reviewed individually, and any extension would need a clear business rationale.
Not necessarily. We understand the desire for consistency with previous restructures; however, the academic restructure is taking place under different circumstances, including the university’s current financial position.
At this stage, we cannot commit to reopening the VR scheme after the deadline, as doing so may not be financially viable.
Once pooling closes, colleagues who are not successful in securing a post will receive a compulsory redundancy payment. They will not be eligible for the enhanced voluntary redundancy option.
These are proposals about which you can feedback, ask questions and make comments. We are consulting with our colleagues and our recognised trade unions about these proposals and your views will be considered before decisions are made. We will be holding consultation meetings with you which provide an opportunity for you to give your ideas and ask questions.
We encourage your feedback on these proposals:
Email ConsultationResponse@Beds.ac.uk to feedback.
The University is required to consult employees to discuss the proposals and to discuss ways in which redundancies may be avoided or reduced. Depending upon how many employees are expected to be affected consultation may take place on either a collective basis, including the recognised trade unions, or directly with the affected individuals.
We will collate the consultation feedback and review our proposals, before confirming what will happen next. We will communicate any changes, as well as responding to all feedback. There will be selection processes for pools, and we will seek redeployment opportunities for colleagues who remain at risk. If no immediate suitable vacancy is available, we will serve notice of termination of employment.
It is understandable that colleagues will talk about their concerns and it may be useful to talk these through. Sometimes, however, colleagues may misunderstand proposals which may lead to misinformation. If you have any concerns, the best way of addressing them is to contact your line manager about proposals, or, your People and Culture Business Partner if it is about process.
We encourage your feedback on these proposals:
Feedback on the consultation
Email ConsultationResponse@Beds.ac.uk for general feedback.
Voluntary Redundancy advice
For confidential queries about Voluntary Redundancy, contact ChangeTeam@Beds.ac.u
The deadline for feedback is 9 December 2025.
Where roles are identified as full-time, we would consider flexible ways to fill these roles, such as part-time work, including job sharing.
For those colleagues whose employment is at risk, we will actively seek suitable alternative posts. Whilst we will do all we can to avoid compulsory redundancies, these cannot be ruled out. We want to help as many employees as we can through this process and will continue to look at ways of mitigating job losses by redeployment.
This will depend upon whether the alternative work is considered as suitable, alternative employment or alternative different employment.
If you reject suitable alternative employment, you will lose your right to a redundancy payment and will be considered to have resigned.
If you are offered different alternative employment there will be a trial period of 4 weeks. Should you decide that the post is unsuitable you must give your line manager the reasons in writing during the trial period. The line manager should discuss this with their P&C Business Partner. If the University agrees that the post is unsuitable, an end date will be agreed. You will still receive your redundancy payment if applicable (at the rate that would have been paid at the end of their notice period).
Ringfencing means that some vacancies are reserved for colleagues whose posts are at risk of redundancy. This could be because there are no changes to the job description, but there are more people than posts, or, because there are changes to the job description, but the post is still considered to be a suitable alternative and there are more people than posts available. In these circumstances, colleagues are selected through a written submission/ interview process.
If you currently have reasonable adjustments in place due to a disability, these will be reviewed as part of any change to your role or if you move into a new position. The university remains committed to its legal duty to consider and implement reasonable adjustments under the Equality Act 2010.
Any adjustments you currently have will not automatically transfer to a new role, as adjustments are specific to the duties and environment of each position. However, if you are placed into a different role or there are significant changes to your existing role, a review will be carried out to determine whether the same or alternative adjustments are appropriate in the new context. You will be involved in this process, and any discussions will be handled sensitively and in confidence.
The aim is to remove or reduce any disadvantage that you may experience as a result of a disability. Each situation will be considered on a case-by-case basis, taking into account factors such as the effectiveness of the adjustment, its practicality, cost, and the impact on others. Even if a particular adjustment is not feasible in a new role, we will always explore alternative, reasonable ways to support you.
Outplacement support provides practical and personalised career guidance to help you plan your next steps if your role is at risk or affected by organisational change. It is delivered by our external partner, Working Transitions.
All colleagues who are at risk in Categories 3 and 4 as part of the Academic Restructure consultation.
You are entitled to career coaching sessions, tailored to your needs. Support can include:
No. The University fully funds this support for eligible colleagues.
Working Transitions have experience supporting colleagues who are on visas. If this is something of interest, please indicate this on the referral/consent form. Please note, this service may incur additional costs, so will be considered on a case by case basis.
Your participation will not affect your consultation outcome. Information is shared only for administrative purposes in line with the registration form.