Can an employee try out a new job offered as suitable alternative employment?
Where the terms and conditions of the new job differ from those of the old position, the employee is entitled to a four-week statutory trial period in the new job. This period may be extended for training in the new job, but only if the agreement is made in writing before they start work under the new contract, and it specifies the date that the retraining period will end, and the terms and conditions that will then apply. If the employee terminates the new contract or gives notice to do so for any reason during the trial period, or the employer terminates their employment or gives notice to terminate it for a reason connected with any difference between the old and new contracts, the employee will be treated as having been dismissed by reason of redundancy on the date the old contract ended. Where, however, the new work is suitable, and the employee acts unreasonably in terminating the contract, they will lose the right to redundancy pay.
Related Questions
- If an employee is terminated from their employer for cause and is not being offered a job, would a letter of explanation to the employee be sufficient?
- One chap has tried the alternative employment we offered, says it is not suitable, and wants the redundancy money. Do we have to pay?
- Can an employee refuse an offer of suitable alternative employment?
