Hi there, sorry I was offline by the time you had replied. Suitability is only relevant when the terms of the alternative employment offered by the employer differ from the employee's existing terms of employment. It requires an objective assessment of whether, having regard to the nature of the job offered (the whole of the job: status, content and terms, especially wages, hours and location) and the employee in question, the job is a match for the employee. However, it is not an entirely objective test, as the question is whether the alternative employment is suitable for that particular employee.
In making an objective assessment of the suitability of alternative employment offered by an employer, a tribunal must have regard to:
· The employee's skills, aptitudes and experience and whether they meet the requirements of the job on offer.
· The terms of the alternative job (for example, status, place of work, tasks to be performed, pay, hours and responsibility) and how they compare with the terms of the employee's previous employment.
Assuming this was suitable alternative employment, which it sounds it is, then an unreasonable refusal by the employee to take this would amount to a resignation. This means that they would no longer be being made redundant and would not be entitled to a redundancy payment.
I hope this has answered your query. I would be grateful if you could please take a second to leave a positive rating (3, 4 or 5 stars) as that is an important part of our process and recognises the time I have spent assisting you. If you need me to clarify anything before you go - please get back to me on here and I will assist further as best as I can. Thank you