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Search results: 12 article(s) found in topic: Redundancy - keyword: Alternative working

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Redundancy and other job roles

An employee’s job role is being made redundant. They’ve identified a vacant position elsewhere in your business which they believe would suit them but you’re not sure they’re the right fit. Who decides? More...


Redundancy: must you consider bumping?

If an employee is put at risk of redundancy, you have a duty to look for suitable alternative positions for them. But are you obliged to “bump” another employee out of their role job and give it to the employee who is at risk of redundancy? More...


Redundancy and suitable alternative employment

By law, you must offer any suitable alternative employment that you have available to a redundant employee. But what happens if the redundant employee refuses to accept the role that’s been offered to them? More...


Q&A - can notice of redundancy be withdrawn?


Pregnancy and maternity leave costs £100,000+

An employee, who’s currently on maternity leave, calls to tell you she’s pregnant again. “Dismissal” rather than “congratulations” probably springs to mind. But, as a recent case shows, this reaction could cost you over £100,000; why? More...


A new alternative to redundancy?

The CBI has put forward an idea for a new scheme which it says will help employers avoid redundancies for very little cost. So what does it involve and are you going to be able to take advantage of it anytime soon? More...


Using flexible working to avoid redundancies

You might have heard that some employers are introducing flexible working as a means of avoiding redundancies. If this idea appeals, what key areas should you consider carefully before you approach staff about it? More...


Alternative employment - what about this job?

As part of a fair redundancy procedure, you have to explore alternative employment. So what’s involved in offering an alternative job and what are the implications if the employee either says “yes please” or “no thanks”? More...


Don’t forget the trial period

You’re in the process of making a position redundant. You’ve heard that you’re supposed to offer the affected employee “suitable alternative employment.” But what does this really mean? More...


The need to talk about pay

An employee’s been provisionally selected for redundancy. You know that you’re obliged to offer him suitable alternative employment. Does this extend to providing full salary details about the new position? More...
Last updated: 04.06.2020

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