Hi everyone,

My company has just undergone TUPE re-organisation and redundancy (They had good economical reasons to do this)in July/August of this year.This was a massive exercise to undertake all at once and we came through unscathed with just a few tears along the way (from me by the way!) Things seemed to have settled down and the re-organised shifts were quite happy.
Now there has been a sudden rush of business which is to stay for the foreseeable future and we are having to recruit, but not on the departments affected by redundancy, which is good news.
We had to lose some people due to their positions being redundant but we did offer them positions on other departements but some declined and took redundancy.
Now my bosses have contacted one of our ex employees, who is still receiving pay in lieu of notice and is due to receive statutory redundancy pay next week and offered him a position on a different department than he worked on before. They have asked him to re-start his employment with us, once he has received his redundancy pay and has reached his final employment date. He will not have continous service.
Is this okay to do as the rumblings have now started amongst the work force. Maybe not good practise or if we have vacancies do we have an obligation to contact those who took redundancy to re-employ? I have heard that if we re-employ within 8 weeks of making them redundant, we can ask the employee to re-pay their redundancy pay.
Any advice appreciated.
Marie
marie smith