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Is a redundant employee who has turned down an offer of suitable alternative employment still entitled to paid time off to look for other employment?

Yes. An employee is still entitled to paid time off during the notice period to look for new employment despite having rejected an offer of suitable alternative employment, provided that he or she has at least two years’ continuous service. This is because the employee is still treated being under notice of dismissal by reason of redundancy.

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If a redundant employee accepts alternative work for a fixed term, what are his or her rights when that fixed term comes to an end?

Is a redundant employee still entitled to reasonable paid time off to look for other employment while undertaking a trial period of alternative employment?

If an alternative but less well-paid position is offered to a redundant employee, is there any obligation on the employer to continue paying the employee at his or her current level?

Where an employee has been given notice of redundancy, if he or she seeks to leave before the end of the notice period to take up a new job will this affect his or her statutory redundancy payment?

Is an employer obliged to wait a certain period of time before re-employing an employee who was dismissed for redundancy?

Is an employer precluded from re-employing an ex-employee whose contract was terminated by reason of redundancy?

Can an employee who is re-employed after having been made redundant retain his or her statutory redundancy pay?

What happens to an employee's continuity of service if he or she is made redundant and then reinstated?

If recruiting to a position from which an employee was recently dismissed for redundancy, must the employer offer the job to the individual who was made redundant?

Where a vacancy arises because an employee leaves, but this occurs after an earlier redundancy exercise, is the employer obliged to offer the vacant position to one of the individuals who was made redundant?

Can an employee with less than the required service to claim unfair dismissal who believes that he or she has been unfairly selected for redundancy bring a tribunal claim?

If an employee in a TUPE situation refuses to transfer, will he or she be entitled to a redundancy payment?

Where a transferee has no need for the employees transferred to it under TUPE, can the selection pool for redundancy include only the transferred employees, or must it also include the transferee's existing workforce?

At which rate of tax is any redundancy payment above £30,000 taxed?

Where an employee tenders his or her resignation prior to the announcement of the closure of the business will he or she be entitled to redundancy compensation?

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