The Employment Appeal Tribunal has held that, when deciding whether or not a redundant employee's refusal of an offer of suitable alternative employment is reasonable, an employment tribunal is entitled to take into account the degree of suitability of the new job.
In Ralph Martindale & Co Ltd v Harris EAT/0166/07, the EAT held that a redundancy dismissal was unfair where the process for deciding who should be offered an alternative post involved no objective criteria and no attempt to assess the candidates against a job description. It was unfair for the employer to rely mainly on a subjective assessment of whose management style would best suit the new post.
This week's case of the week, provided by DLA Piper, covers trial periods and redundancies.
This article, the second in a two-part series on disability discrimination, looks at some of the recent key disability discrimination judgments.
Joe Glavina and Phil Williams of Addleshaw Goddard outline the latest legal rulings and explain what you need to do to avoid tribunals.
In Fisher v Hoopoe Finance Ltd, the EAT holds that good industrial practice requires an employer to inform an employee who is to be made redundant of the financial details of any suitable alternative roles available.
HR and legal information and guidance relating to alternative employment for redundant employees.