Redundancy rights

af2909_2

Hello all,

I have a close friend who has had her post deleted in her job. She has been offered alternative work but it is very much a demotion in terms of pay and responsibilities.

The tasks from the current job have been shared out to other employees, and she has had no issues in terms of sickness or competency raised formally or informally. The job still exists and elements of it are going to grow with the changes in the sector she works in.

What rights does she have?

Thanks for the help :beer:

TadleyBaggie

How long has she worked there?

af2909_2

TadleyBaggie wrote: »

How long has she worked there?

7 and half years. She's been in post since August 2012

Another_not_new_user

If you mean what rights does she have to prevent the deletion of her post - none. Sharing the tasks between other existing staff is a common and lawful practice.


Past that, what remedies she might have depends on the circumstances:
Did anyone else do the same, or a broadly similar role; and if so, was there a selection process?
She has been offered alternative work, but is the employer insisting she take it?
What is the actual difference between her existing role and the new one in terms and wages? - unfortunately in this day and age, being less pay or status is no guarantee that it isn't deemed a reasonable offer.
Has the employer served, or said they will serve her notice if there is no suitable alternative employment?

af2909_2

Another_not_new_user wrote: »

If you mean what rights does she have to prevent the deletion of her post - none. Sharing the tasks between other existing staff is a common and lawful practice.


Past that, what remedies she might have depends on the circumstances:
Did anyone else do the same, or a broadly similar role; and if so, was there a selection process?
She has been offered alternative work, but is the employer insisting she take it?
What is the actual difference between her existing role and the new one in terms and wages? - unfortunately in this day and age, being less pay or status is no guarantee that it isn't deemed a reasonable offer.
Has the employer served, or said they will serve her notice if there is no suitable alternative employment?

Thanks for the advice, will pass on