Urgent questions for Thursday crunch time

Hello my fellow worried employees, and to our wonderful skilled advisers. I'm Dom, 27 years, and currently employed as a Software Development Manager earning over £30K and have been with the company for two months shy of five years.

Monday of last week we were informed redundancies were being considered. On Friday I received my letter outlining my position is at risk and the selection criteria (Cost to the company, Experience, Product knowledge, Skill sets) and of my hearing on the following Monday (yesterday).

The hearing went fine and cost-cutting possibilities were discussed, and I asked about voluntary packages if better than the statutory. I have since been informed that
Voluntary = Statutory + £150 per week
meaning I would be in line to receive four weeks at £500, on top of my 4 week contractual notice period which should work out to a total in the region of £4,000.


My questions are mainly about if new roles are offered if mine is made redundant:

1. I found an FAQ thread regarding cooling-off periods, so if I don't take voluntary and on Friday I am offered another role, is the 4-week cooling-off my legal right?
2. If they don't make my role redundant but bestow more responsibility upon me (I am capable of lending my hand to most technical teams), is that considered a change in job?
3. What about if they don't make changes and retain my services as normal but then in two months time start asking me to take on more responsibility, where do I stand?
4. We discussed pay-cuts and cost-cutting measures in my hearing and I said I would consider up to a 15% cut. If they say on Friday they wish to retain my services in my current role but for the 15% pay cut, what happens if I refuse? Does that mean I would be taking voluntary, statutory, or would I be effectively resigning losing any entitlement?
5. The above question goes for any other measures we discussed (working from home, reduced hours, amongst others). Am I now obliged to accept them, or can I refuse if they are offered and still take voluntary/statutory (which would it be) or would I be resigning?

Sorry for the lengthy post, but many thanks in advanced for any help and advice you can offer.

Yours in angst.
Dom

My apologies, I cannot edit my original post, but a further question:

6. I understand redundancy payment is non-deductible (tax-free). I have heard people talking of the same for payment in lieu of notice (gardening leave). Is this also non-deductible, or taxed/deducted at normal rates?

Regards.

Sorry for this bombardment, but I had more thoughts during my train commute thinking time this morning and I've never been through this before so wish to be as prepared as possible:

7. As voluntary is an option, if I offer it are the company obliged to accept?
8. If they are not (and do not) are they then at liberty to make me redundant anyway, effectively saving them the additional voluntary payment?
9. Relating to question seven, if they company are looking to reduce costs by 40% and they already have had 40% equivalent volunteers, if I then also offer voluntary, does this have any bearing on their obligation to acquiesce? Basically, if I'm thinking of voluntary, should I make sure I get in there first for fear of losing the option?