A client is currently on maternity leave and has been advised that her role has been made redundant as part of a restructure of her department. She works for a large global Bank within a head office that employs people across many functions and discplines. Her dept has a number of vacancies at a higher job level than her current job level. She has been advised that the new roles are not suitable alternative vacancies. She has challenged her Employer on the grounds that no “suitable alternative vacancies” have been offered. Her Employer has challenged back saying that she has not identified any suitable vacancies that could have been offered. My question is where does the onus lie in finding a suitable alternative vacancy? Should the Employer proactively look to provide a list of potential vacancies and discuss this with the employee or is it up to the Employee to identify suitable vacancies and bring these to the attention of the Employer?
Austin Mason

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