When a company announces that some of its employees will be made redundant, it is very common for those affected to be offered alternatives to leaving the company entirely. In fact, the employer is required by law to consider alternatives to redundancy.
If appropriate consideration is not given, this can form the basis of a claim against the employer or former employer.
It’s important to note, too, that you do not have to wait for your employer to propose alternatives to redundancy to you. The workforce, through their representatives, which can mean either a trade union, or other representatives designated on an ad hoc basis, can also propose alternatives to the employer, and the employer is required to consider them.
Furthermore, it’s also important to note that you, the employee, are also required to seriously considered any alternatives offered. If you reject reasonable alternatives out of hand, you may lose your right to a redundancy payment.
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