Clinical Support Worker awarded statutory redundancy payment after 19 years' service
A tribunal awarded a statutory redundancy payment of £2,077.16 to a Clinical Support Worker with 19 years' service, finding that his refusal of an alternative role was not unreasonable.
1 min read · Last updated 19 May 2026
Case details
Key facts
- The claimant worked for the respondent from September 2016 as a Clinical Support Worker, having previously worked as a bank worker from 2002.
- The claimant had a long-term hip condition (Femeroacetabular Impingement) accepted as a disability.
- The respondent restructured the Clinical Site Team, removing the CSW roles, and the claimant was made redundant on 28 April 2021.
- The claimant refused an offer of a temporary Band 3 Administrator role in the Discharge Team.
- The tribunal found the claimant was entitled to a statutory redundancy payment of £2,077.16.
Timeline
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Started bank work
Claimant began working as a bank Health Care Assistant at West Middlesex University Hospital.
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Started permanent employment
Claimant commenced permanent employment as a Band 3 Clinical Support Worker.
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Started Nurse Associate apprenticeship
Claimant began a two-year Nurse Associate apprenticeship course.
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Moved to Lampton Ward
Claimant transferred to Lampton Ward to facilitate the apprenticeship.
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Requested to pause course
Claimant emailed to pause the apprenticeship due to hip pain.
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Returned to work
Claimant returned to work in Outpatients after sickness absence.
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Submitted grievance
Claimant submitted a formal grievance against Mr Wright.
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Consultation launched
Respondent launched consultation on restructuring the Clinical Site Team.
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Returned to CSW role
Claimant returned to his CSW role on a phased return.
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Employment terminated
Claimant's employment ended by reason of redundancy.
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Remedy hearing
Tribunal awarded statutory redundancy payment of £2,077.16.
The legal issue
The tribunal had to decide whether the claimant was entitled to a statutory redundancy payment and, if so, the amount, considering his length of service and whether he had unreasonably refused an offer of suitable alternative employment.
The outcome
The tribunal awarded the claimant a statutory redundancy payment of £2,077.16.
- The claimant had 19 years' continuous service, including bank work from 2002 and permanent employment from September 2016.
- The respondent restructured the Clinical Site Team, removing the Clinical Support Worker role, and the claimant was made redundant on 28 April 2021.
- The claimant refused an offer of a temporary Band 3 Administrator role in the Discharge Team, but the tribunal found this refusal was not unreasonable.
- The award reflects the statutory redundancy payment based on age, length of service, and weekly pay.
Lessons & takeaways
- Length of service is a key factor in determining entitlement to a statutory redundancy payment — ensure you have a clear record of continuous employment.
- Refusing an offer of alternative employment may not always disqualify you from a redundancy payment if the role is temporary or unsuitable.
- If you are made redundant, check whether your employer has followed the correct consultation and selection process — failure to do so may strengthen your claim.
- Seek advice on whether you are entitled to a statutory redundancy payment, especially if you have long service or a disability.
- Employers should ensure that alternative roles offered are suitable and permanent where possible, and clearly explain the consequences of refusal.
What this case shows in practice
This case highlights the importance of understanding your rights when facing redundancy, especially after long service. The claimant, a Clinical Support Worker with 19 years' service at the Chelsea and Westminster Hospital NHS Foundation Trust, was made redundant when his role was removed in a restructure. He was offered a temporary Band 3 Administrator role but refused it, believing it was not suitable. The tribunal agreed that his refusal was not unreasonable, and he was entitled to a statutory redundancy payment of £2,077.16.
What the losing side could have done differently
The respondent could have avoided the dispute by offering a permanent alternative role or by clearly explaining the consequences of refusing the temporary role. They might also have considered whether the claimant's long service and disability (a hip condition) warranted a more tailored approach to redeployment. The tribunal noted that the claimant had a long-term hip condition accepted as a disability, which may have influenced his ability to take on the administrative role.
Why the result matters for similar claims
This case is a reminder that statutory redundancy payments are not automatic — they depend on the circumstances of the refusal of alternative employment. Employees with long service should not feel pressured to accept unsuitable roles, and employers must ensure that any alternative offer is genuinely suitable and that the employee understands the implications of refusal. The award of £2,077.16, while modest, underscores that even partial success can provide some financial recognition of lost employment rights.
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