A job redesign screened out on service length, before any paperwork

A children’s fitness franchise wanted to move an existing employee from franchise development into a full-time digital marketing lead role through job redesign. The redesign itself was sound. The service history was not: the employee had been part-time until the month the new role began.

Industry context

Franchise businesses often grow a digital marketing function out of whoever knows the brand best. Redesigning an existing role is usually the right instinct, and job redesign support exists for it, but it comes with service requirements that part-time arrangements do not meet.

What was meant to change

Franchise recruitment and expansion work was to be removed. Social channels, content calendars and agency coordination were to be added, as a full-time role.

Our strategy

We reviewed the employee’s employment records, contract, payroll contribution history and salary against the pathway, then asked the assessor for a pre-check before any application was prepared. Job redesign requires twelve months of full-time service, and part-time service does not count towards it. Because the employee already had payroll history with the company, the case could not be treated as a new hire either. The assessor confirmed that the role did not qualify, and the client knew within about three weeks of the first call.

What the engagement covered

• Employment records, contract, payroll contribution history and salary reviewed against the pathway.
• Service length checked against the job redesign requirement.
• New-hire route ruled out because of existing payroll history with the company.
• Assessor pre-check obtained before any application was drafted.

Outcome

Role

Part-time franchise development lead to full-time digital marketing lead

Pathway

Job redesign reskilling, digital marketing

Status

Screened out at the assessor pre-check on service length

Strategic value

The employer avoided preparing an application that could not be approved

Key takeaway

Check service history before designing the role. Part-time service does not count towards the job redesign requirement, and a part-timer who becomes full-time cannot be re-labelled as a new hire.