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How long have you worked for the employer?
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May thanks for your patience. The key here is whether the employer knew that they were about to restructure the AM roles and took you on permanently when the plans for restructure were already being considered. There is a month between your acceptance and their decision to restructure so it is after all possible that the decision to do this had been taken in the meantime. If that was the case then your case would be weaker because the employer would not have officially been considering placing your new job at risk and as such moving you n permanently in it would not have been unlawful or unfair. However, if they already knew with certainty, or at least a very high probability, that they were going to be restructuring these roles and they took you on permanently without any mention of this, then there is a potential for taking this further. It may be a bit early to do so because there is still a chance that you could get the one role which remains and therefore not be affected by this, but in the event that you are made redundant you could consider an unfair dismissal claim against them.
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Thank you. It could be difficult to ascertain whether that was the case or not. I suppose they would have correspondence leading up to the decision to dismiss which would reveal when the decision was made and how much they knew before they offered you the post. The issue is how do you obtain these and officially they would not have to do this until they have a legal obligation to do it in a tribunal claim. So yu could find yourself in a position where you submit a claim against them without necessarily knowing the full extent of the merits of your claim.