I do not see anything unlawful about that to be honest – often plans for redundancies are made well in advance – it is not just a sudden requirement that triggers it. A company may wish to plan ahead and make plans on how to restructure in the future and discuss possible options months in advance of actually starting the process.
As to the suitability of the alternative role, it very much depends on how much of the current role the business contact took up and also what importance it has in the role itself – is it just one of a list of tasks, o does it form a key part of it, which means that removing it completely changes the role to a degree that it means it is no longer suitable.
Reasonableness when rejecting a role is based on the subjective reasons the employee has for rejecting it, such as personal circumstances, health, family commitments, etc. Suitability is based on both objective and subjective criteria, with the most common factors that make an offer unsuitable as follows, which includes changes in duties, which do not match the employee’s skills. However, there is no specific level of change which means something is unsuitable and each case is determined on its own facts, something which in the end only a tribunal can make a decision on.
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