Avoiding redundancy by switching part time?

Hi,
Any advice would be greatly appreciated, my girlfriend currently has worked for a solicitor for 1 year and 1 months and they had warning at the start of this month that positions would be being made redundant. A meeting was called to say where possible most of the 15 redundancies would try and be made by early retirement, employees starting new jobs and voluntary redundancy also things like part time or job share may be looked at.

My girlfriend in conversation with a few friends was saying that if worst came to worst she would contemplate going part time just so it was still money coming in.
This was overheard by management and she was called into the office and had a chat about how she would be interested in part time, she stressed that ideally she would requrie full time but as a very very last resort.

how would she stand if her full time position is redundant but she switched from full time to part time?

would she still be eligible for redundancy due to her role being made redundant?

also would things like holidays be affected because as a full time work obviously the holidays she could of taken between jan1st and now would be paying more than her part time holidays?

im a bit confused as to where she would stand so any advice at all would hugely appreciated!!!

Rich

sorry that was meant to read 1 year and 11 months!

Thanks for your message. I hope I can help clear a few things up for you.

If the position is to be made redundant but the company has (albeit a reduced amount) work available which would equate to part-time hours, it is possible that this she be offered this as alternative employment.

Therefore, the redundancy may be avoided by offering a part-time role. If the alternative employment is offered, it is up to your girlfriend whether the alternative is suitable. If the employment is accepted, redundancy pay is usually forfeited (unless there is an agreement with the employer on the contrary).

Her employer should be looking at alternative employment during the consultation period. If there is half of her work available, maybe there is work in different areas that she could include in her role which would increase to full time hours?Without knowing the full facts, it is difficult to offer many options.

With regards to the holidays, this would depend upon what contract she has 9or if made redundant) after the consultation period. Until such a change, she should continue to accrue holidays at her full time rate.

I hope this advice helps. Please let us know how things go or if you need any more help.