In this month’s 'How do I Handle It' Rachel Richardson, Director with Tughans Solicitors considers an Employer’s obligation to offer suitable alternative work to an employee at risk of redundancy and discuss the factors that determine what is meant by ‘suitable’.  This month’s problem concerns:

I am an HR Manager and am in the middle of a redundancy consultation process with employees. I am at the stage of considering whether there is any suitable alternative employment which I can offer to the employees who are at risk of redundancy.  Do I have to offer them the same roles that they are currently employed in, or is there a degree of flexibility – what is considered to be “suitable”?

I am