One of my employees has been offered a suitable alternative role but wants to reject it, what happens now?
Whether alternative work may be considered suitable depends on a number of factors, including pay, location, working environment, hours of work, status and job content and job prospects.
The employee should set out their reasons for refusal and you should contact your HR Relationship team and consider with them whether the refusal is reasonable. Failure to accept the suitable alternative employment offered could lead to a loss of redundancy payment rights and your HR Relationship team can advise on this.
The trial period has shown that the role is not suitable for the employee, what happens now?
The hiring manager will discuss this with their HR Relationship team who will help them write a letter to the employee confirming that the trial period has shown that the role is not suitable. This should not be a surprise to the employee, as they should have been having weekly discussions and any concerns should have been raised.
In these circumstances, if the employee has any remaining time in their notice period, they will continue to seek redeployment. You should continue to support your team member until the end of their notice period. If however, the original notice period has expired, their employment will end immediately with their redundancy entitlement intact. In this situation, the hiring manager must complete a leavers form for them stating the reason for leaving as redundancy.
