TUPE- Company take overs Employees rights re Terms & condition

Mopsy said:

Are redundancies protected under TUPE?

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Not quite sure what you mean by this. Are you asking if previous terms given for redundancy are protected after the takeover? If so, no, they are not

Hi,is the negotiating on the pension something that can be done and if so do you know of any formula that can be used to show the potential loss of a defined benefit verses defined contribution pension.

Hi

I have a couple of questions - hope someone can help

our company was "tupe"d in april - in our previous contract which we transferred on we had 26 days annual leave and six weeks sick leave on full pay per annum. no annual increments.

the new company have said we can remain on existing contracts with existing terms

or

transfer to their contracts whereby a salary scale with annual increments apply. their holiday entitlements are 20 days per annum, increasing by 1 day per year of service up to max 26 days per annum. 4 weeks sick leave.

they are saying that we would start at 20 days annual leave per annum - however as we have 10 years service - does this not transfer, thereby entitled to 26 days annual leave?

many thanks

mar

mar23 said:

they are saying that we would start at 20 days annual leave per annum - however as we have 10 years service - does this not transfer, thereby entitled to 26 days annual leave?

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They are giving the choice of staying on your old contracts, so I don't think they are obliged to give you anything specific on the other path. It is going to be a matter of negotiation. Maybe you could meet them half-way?