Statute provides that a redundant employee offered an alternative position has a four week trial period to decide whether to accept it, without losing his right to statutory redundancy pay if he decides against (unless the job was suitable and the refusal unreasonable). An extension to the period can only be agreed where the employee needs retraining. The EAT has confirmed that, where an offer of an alternative position is made under the statutory regime, the employee cannot argue that a common law trial period runs alongside the statutory one. A rejection of the job later than the four week point will therefore mean the employee loses his statutory redundancy pay entitlement. (Optical Express v Williams, EAT)