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On this week's XpertHR Weekly, we look at the duty to consider alternative employment for employees in a redundancy situation.
A model letter to send to an employee on shared parental leave whose job has been identified as redundant, as soon as a suitable alternative vacancy is available.
A model letter informing an employee who is made redundant while on shared parental leave that no suitable alternative vacancy exists.
A model letter confirming to an employee who is made redundant while on shared parental leave that he or she has accepted a suitable alternative vacancy.
A model letter informing an employee who is made redundant while on shared parental leave of the consequences of turning down a suitable alternative vacancy.
In Devon Primary Care Trust v Readman  IRLR 878 CA, the Court of Appeal affirmed that the reasonableness of a redundant employee's refusal of suitable alternative employment must be assessed subjectively.
Employment lawyer and XpertHR contributing author Laurie Anstis takes employers through the basics of a fair redundancy procedure.
The Court of Appeal has confirmed that the question of whether or not a potentially redundant employee's refusal to accept alternative employment is reasonable requires a subjective test.
HR and legal information and guidance relating to alternative employment for redundant employees.