Redeployment offer but want payout instead - reasonable reasons to turn down?

Good evening

I am looking for some advice please and would be extremely grateful!

I have been a Secretarial and Clerical member of staff in a University for 17 years (10 years in current job) and have just been told that I am being made redundant. I have not 'officially' been told yet but this will happen on 9th August as my boss is in the same position but currently out of the country so they have to tell us both face to face on same day.

They have mentioned redployment into another job within the dept (and have apparantly kept this job from being advertised for 2 months so they can get me into the position) and can't tell me much until 9th August except that is it is my current grade, my current skills/duties and my current 30 hours BUT it is a temporary 2 year contract only. (I would obviously not take this if my redundancy options were taken away at the end of this contract!).

Now I have thought a bit more, I am considering the preference of taking an enhanced redundancy payout over staying (especially as my boss who is in same position has decided to start her own business as she can quicktly get masses of consultancy work in her field and has asked me to join her so I will still earn when I leave). My biggest reason is that I am considering going back to Uni (at age 37, so scary!) to train to be a nurse which is something I have wanted to do for years but financially couldn't. This payout could actually get me that wish!

So bascially my question is, would the redeployment job being a temporary 2 year contract be a 'reasonable' reason to turn it down (if I have been permanent up to this point) and still receive the enhanced redundancy package?

With deepest thanks for any advice!

Sarah

I am sorry but you have no choice. Your redundancy rights are not taken away at the end of a fixed term contract - they remain intact. The job is the same job, same pay, same hours. Turn it down and you are resigning - without a redundancy payment. Permanant and temporary have no real meaning in employment law - the only thing that matters is length of service. I am very sorry, but if they offer you this job you have no option but to take it. Being made redundant is neither a right nor a preference - it is a last resort, and your employer has found you suitable alternative employment.