Whether a workplace change amounts to a transfer cannot be answered from the employer’s chosen heading alone. The council needs a before-and-after account of the employee’s actual work.
Describe both roles
Set out the current and proposed duties, organisational unit, supervisor, work location, working pattern and expected duration. Note which elements change and which remain. An organisation chart can help, but it rarely captures day-to-day duties by itself.
Clarify duration and planning
Ask whether the stated end date is fixed, conditional or merely estimated. A temporary arrangement that is repeatedly extended may require closer attention to the actual plan and history.
Examine the overall circumstances
A change in one task may be minor; a new cluster of responsibilities can alter the overall character of work even if the job title remains. The assessment is factual and should not be reduced to distance moved or percentage of duties changed.
Keep grading separate but visible
The participation route for a transfer and the question of grading may be connected without being identical. Record any changed job characteristics and determine whether a separate grading assessment is part of the employer measure.
The council should make the classification on the complete facts and under the applicable legal framework. Where the employer plans immediate implementation or the status is disputed, specialist employment-law advice may be needed alongside procedural preparation.
Procedure depends on the exact facts and timing. For an active matter, request a document-led consultation.