Alternative employment for redundant employees
Updated to set out the protected period for employees on bereaved partner’s paternity leave.
Updated to confirm that enhanced redundancy protections will apply for employees taking, or returning, from bereaved partner's paternity leave. HR teams should ensure that their redundancy policies and processes reflect this additional protection.
Updated to reflect that the right to be offered a suitable available vacancy extends to employees taking neonatal care leave, from 6 April 2025.
Updated to reflect that legislation is in force from 6 April 2024 extending the right to be offered suitable alternative employment to employees returning from shared parental leave, in some circumstances.
Updated to reflect the extension of the protected period to cover pregnant employees and those returning from family leave from 6 April 2024.
Updated to reflect that the right to be offered suitable alternative employment extends to pregnant employees from 6 April 2024.
Updated to reflect that the right to be offered suitable alternative employment extends to employees who have recently returned from adoption leave, from 6 April 2024.
With a raft of employment law changes taking effect in April 2024, we provide a final reminder for HR professionals of what their organisation needs to do to comply with the new and amended employment laws. This April, the challenges for HR include: the introduction of carer's leave; reforms to the right to request flexible working; and updated rules on timing and notice to take paternity leave.
Updated to reflect that the duty to offer suitable available employment extends to pregnant employees and those returning from family leave from 6 April 2024.
Use this model letter to confirm to an employee whose job is made redundant during or after shared parental leave that no suitable alternative vacancies exist.
HR and legal information and guidance relating to alternative employment for redundant employees.