Impacted by restructuring

If the position is made reduntant then it should be communicated in writing.

And/or you should genearte evidence (audio/visual/witnessed/witnessed) etc.

The position is made reducntant not the employee.

The resignation can not demanded in any case.

The lay off/compensation etc need to be related to service coditions.

All service related docs should be examined.

1. Can a employee demand a response in writing?
2. What is a difference between position and/or employee being made redundant?
3. What does service related docs mean?
4. Audio/ visual/witnessed evidence of what?

In case there is no written document from the Management and demanding for resignation hece you need some proof for the same if you approach to the authority under statute or Legally hence Audio / Visual witness of the discussion the management had with you

Serice related documents are your appointment lr / offer of appointment / Document on service conditions / Certified Standing orders of the company / HR Book / Policies / your Pay slip etc.,

Company terminating you and recruiting or deploying some body else in your position is making employee redundant and Managing abolishing that position due to business requirements then the position is redundant.

However talk to the Senior Management team and settle the issue amicably by getting the benefits as per the rules under lay-off or under retrenchment & they can not simply threaten you and demand the resignation.  

Once the issue is settled then better to look for alternatives and move off instead of continuing there. 

Mr.Kameswarao has explained.

Negotiate sevarance benefits. The extent and amount shall depend upon how well you can negotiate.

If anyone else is employed in your place for same work then you can agitate.