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Hospital and Health Boards Regulation 2023
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Turn the raw legal text into a practical explanation grounded in Hospital and Health Boards Regulation 2023.
If a health service employee is moved under section 7 , the movement has effect unless the employee establishes reasonable grounds for refusing the movement to the satisfaction of— if the movement is by agreement under section 7 (2) (a) —the chief executive of the health system employer from which the employee is moved; or if the movement is by written direction under section 7 (2) (b) —the chief executive of the department. The health service employee must be given a reasonable time to establish reasonable grounds for refusing the movement. Subsection (4) applies if the health service employee refuses the movement after failing to establish reasonable grounds for refusing the movement. The relevant chief executive of the health system employer from which the employee is moved— if the movement is by agreement under section 7 (2) (a) —may end the employee’s employment by signed notice given to the employee; or if the movement is by written direction under section 7 (2) (b) —must end the employee’s employment by signed notice given to the employee. If the employee establishes reasonable grounds for refusing the movement— the movement is cancelled; and the refusal must not be used to prejudice the employee’s prospects for future promotion or advancement. (sec.11-ssec.1) If a health service employee is moved under section 7 , the movement has effect unless the employee establishes reasonable grounds for refusing the movement to the satisfaction of— if the movement is by agreement under section 7 (2) (a) —the chief executive of the health system employer from which the employee is moved; or if the movement is by written direction under section 7 (2) (b) —the chief executive of the department. (sec.11-ssec.2) The health service employee must be given a reasonable time to establish reasonable grounds for refusing the movement. (sec.11-ssec.3) Subsection (4) applies if the health service employee refuses the movement after failing to establish reasonable grounds for refusing the movement. (sec.11-ssec.4) The relevant chief executive of the health system employer from which the employee is moved— if the movement is by agreement under section 7 (2) (a) —may end the employee’s employment by signed notice given to the employee; or if the movement is by written direction under section 7 (2) (b) —must end the employee’s employment by signed notice given to the employee. (sec.11-ssec.5) If the employee establishes reasonable grounds for refusing the movement— the movement is cancelled; and the refusal must not be used to prejudice the employee’s prospects for future promotion or advancement.