When to use it
Use this letter to offer alternative employment to an employee whose job has been identified as redundant.
[Company name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
OFFER OF SUITABLE ALTERNATIVE EMPLOYMENT
We are pleased to conclude our recent discussions and formally offer you the position of [role] with effect from [date] reporting to [title]. I have enclosed a role profile.
The offer of this position is subject to a 13 week trial period on both sides from the date of commencement, which will be upon written acceptance of this offer. Should either party decide during or at the end of this period that you are not suitable for this position you may be entitled to redundancy payment.
All other terms and conditions remain
The full Offer of suitable alternative employment letter template will be available once purchased.
Reviewed 30 April 2022
Free downloadable guides (.pdf format)
More from the redundancy document library
➜ Confirmation of redundancy letter template➜ Notice of possible redundancies letter template
➜ Redundancy appeal meeting invitation letter template
➜ Redundancy consultation final meeting invitation letter template
➜ Redundancy consultation first meeting invitation letter template
➜ Redundancy consultation pack form template
➜ Redundancy selection criteria matrix form template
➜ Settlement agreement (redundancy) letter template
➜ Successful end of trial period confirmation letter template
Redundancy explained
According to the Employment Rights Act 1996, an employee is dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to the fact that:
- the employer ceases to carry on the business in which the employee was employed;
- the employer ceases to carry on that business in the place where the employee was employed;
- the needs of the business for employees to carry out work of a particular kind cease or diminish; or
- the needs of the business for employees to carry out work of a particular kind in the place where the employee was employed cease or diminish.
Ensuring that you manage a redundancy process fairly and effectively is vital to good communication, and avoiding claims from employees.