Employment Law

Redundancy can be hard for an employee to take. In the workplace a lot of folks believe that they will only be dismissed if they breach their conduct or make a massive mistake. For men and women that think like this it can be fairly hard not to take becoming created redundant as a individual notion against their capacity. If redundancy is not negative against someone’s capability then the employer need to offer the employee one more job is linked to this thinking. Is it accurate? Yes and no. In a scenario like this particular preconditions establish what an employer is allowed to do.

If an employer knows that they are going to be creating redundancies they should contemplate any viable alternatives to that strategy. This means that if there are any workers who would be suitable to fill any upcoming vacancies in the organization, the employer really should consider those employees for that role. This could mean a pay cut or involve distinct set of skills but the employer still should contemplate alternative employment as a viable distinct technique to redundancy.

Whilst your employer does not technically have to supply the employee option employment, if there is a viable vacancy in the organization and the employer does not have a good reason for not offer it to you, you have been unfairly dismissed and it would be feasible to take your case before the Employment Tribunal. The alternative function ought to be ‘suitable’ and this will depend on points such as abilities, qualifications, location and hours worked. An employee can turn down this give and claim redundancy payments but, once more, they ought to have a justified reason for doing so.

If the employee decides to consider the option employment offered by their employer, they then will have the appropriate to trial the new job prior to they choose to accept or decline the offer. This trial period lasts up to four weeks and if the offer is rejected at any point, it will impact the workers ability to claim redundancy payments.

So, although your employer does not technically have to provide an employee alternative employment, it is still deemed unfair if they don’t.