Any business reorganisation can be a stressful time for an employee, whether it is an outright change of employer, or because potential redundancies have been announced.
Historically, if your employer was bought over by another company or lost a major contract providing a particular service you worked on, the likelihood was that you would lose your job as the new company or new contractor would refuse to carry on employing you. However, as result of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), you now receive far more protection from dismissal or changes to your contract of employment in these situations.
Nowadays, in most cases you will transfer over to that purchasing company or new contractor and become their employee. In this way, your employment is protected from termination along with your terms and conditions and continuity of employment.
If your employer announces a significant drop in business or there are rumours that they are in dire financial straits, you and your colleagues may understandably begin to worry that your roles could be made redundant. Unfortunately, there can be very little you can do in terms of improving your employer’s financial position and so it can feel as if you are helpless in the redundancy process. But, there are still requirements as to what your employer must do in a redundancy situation and you have certain rights in terms of consultation, alternatives to redundancy and statutory payments.
For your free advice, call us 01926 258182 anytime or request a callback or contact us online and we’ll come back to you as soon as possible.