following merger are there any consequences if stay on current t&cs

[mykiddies]

Following merger our new t&cs we will be asked to sign are less favourable to what we are currently on (old contracts). Sick going from 3 full months pay to 2 weeks in a rolling year and don't think it is even 100%. We can stay on current terms and conditions but we would not get any benefits (health cover/pension (still to find out about) this new firm are offering. Some people are concerned that if we do not sign and stay on our current t&cs that if there were any redundanices down the line that this would have an effect on us. Could this be the case?

If 2 firms merge and your firm no longer exists then how can you be on your current terms and conditions? I don't understand this. Does anyone know? Any advice appreciated.

[LoveBeingAMummy]

Hi I can't answer all of your questions but went through a similar thing 10 years ago. The only other thing that effected me but you haven't mwntioned so it might be worth checking was that our pay grade would not be increased on the old contracts. Also if you go for another role in the company that will be on the new cotnract. hth unti someone better comes along

[flowerybeanbag]

It's perfectly possible for a company to employ people on different sets of terms and conditions, and indeed happens all the time in situations like yours, so that's not a problem.

If there were redundancies at some point in the future, you shouldn't be penalised for electing to stay on your existing terms and conditions rather than changing to the new proposed ones.

Before you make a decision, be sure to double check that the new t&cs are actually less favourable overall. 3 months full pay sick pay is incredibly generous, but you actually only benefit from that if you are off long-term sick, which most people never are. It may be that private health cover/better pension is actually a better long-term bet.