TUPE question!

[Treesandbees]

I'm currently going through TUPE at work. I have had an initial consultation and my new employer has offered me the option to either stay on my current T&Cs or transfer into their T&Cs. My current employers T&Cs are better, especially their maternity pay. We are currently TTC#2 so this is a big consideration for me.

My question is if I stay on my current T&Cs how long will these be 'protected' for? My new employer is being vague about the time frame and have stated that they can 'change' any terms and conditions at anytime anyway.

Any advice would be fab!

[EBearhug]

There's some info here - www.acas.org.uk/index.aspx?articleid=1655

[flowery]

There's no time period specifically. It's no easier for them to change your existing terms and conditions than it is for their current staff. Yes at some point they might want to "harmonise" terms and conditions, but this isn't easy to do, especially if there is a net negative impact on the staff they are trying to change.

As a result, frequently employers who have been involved in TUPE have staff on more than one set of terms for years. Changing groups of staff on to less favourable terms is not for the faint hearted and usually comes with a quid pro quo.

[Lifestooshorttosleep]

Protected indefinitely, they would need to go through a formal process to change t&cs, just like any employer would by consulting and giving notice etc etc.

[PotteringAlong]

Ours were protected indefinitely but our T&C's were changed 10 months after we were tupe'd over (thus was a school, going from local authority to an academy).

[Treesandbees]

Thanks for your replies. That's made my mind up to stay on my current terms as there is a big drop in maternity pay if I go onto theirs.

Does anyone know about pensions? Again my current employer offers a fab pension (9% employer contribution) whereas the new company only offer 4%. There is no option but to go onto their pension but is there some sort of 'compensation' for the loss of contribution?