It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role.
Whether or not that dismissal is fair will always depend on a range of different factors, and you should take advice and discuss the situation with your trade union rep if you have one.
If there are jobs in the restructuring for which you are suitable and qualified, you should normally be offered one of those jobs before they are offered to an external candidate. Otherwise there is a danger that your dismissal will be unfair.
If you are made redundant in a restructuring, your employer should offer you suitable alternative employment if there is any. Otherwise, any dismissal may well be unfair.
It is much easier to find a new job if you are still employed, so it is likely to be a good idea to participate fully in the reorganisation process, even if you plan to leave soon afterwards. If you are not successful, you should be paid a redundancy payment as long as you have two years’ service.
Remember that any large-scale reorganisation will trigger statutory duties to consult collectively. Where a union is recognised, this consultation should be with your union. Challenges to a reorganisation are more likely to be successful if they are organised collectively, while the restructuring is still ongoing and there is still a chance to influence the process.