What counts as suitable
Whether a job is suitable depends on how close it is to your current one and on you: pay, hours, location, status, the skills it needs and your own circumstances, such as childcare or travel.
If you turn down an offer of suitable alternative work without good reason, you can lose your statutory redundancy pay. Think each offer through and ask for the details in writing.
The 4-week trial period
If the new job's terms are different from your old one, you're entitled to a trial period of 4 weeks. It can be longer if you and your employer agree it in writing, for example for retraining.
If the job isn't suitable, tell your employer before the trial ends. You'll usually still be treated as redundant from your old job and keep your right to redundancy pay, unless the job was suitable and you ended the trial without good reason. If you carry on past the trial without saying anything, you're likely to be treated as having accepted the job.
Priority for pregnancy and family leave
You must be offered a suitable alternative vacancy, where one exists, ahead of other people at risk if you are (since 6 April 2024 this also covers pregnancy and lasts after you return to work):
- pregnant (from when you tell your employer);
- on maternity, adoption or shared parental leave;
- on neonatal care leave or bereaved partner's paternity leave;
- back at work within 18 months of the birth or adoption, after maternity or adoption leave, or after at least 6 weeks in one block of shared parental, neonatal care or bereaved partner's paternity leave.
Ordinary paternity leave isn't covered. The protection is for employees. If this applies to you, say so in writing and ask how it's being applied.
How to ask
- Ask in writing to be considered for any suitable role, now and during your notice.
- Name any vacancy you've seen.
- Ask for the job description, pay, hours and location in writing.
- Ask for the trial period if the role is different.