Your latest HR tip is very appropriate – we have notified an employee that we propose to make his current position redundant but have an alternative position for him, which initially he was interested in. The skills required, pay and location are identical. He says the status of the alternative position is lower and therefore unsuitable. He wants to take his redundancy money and leave.

We say the status is equivalent. We do not want him to leave but do not believe that his rejection of the alternative position is justified and are inclined to withhold his (substantial) redundancy payment on that basis, and offer the alternative position.

Do anyone have any advice and what test would an ET apply to decide whether the position was equal or lower status?

Pat Lomas