Hi
My department/firm recently lost the contract for the service we provide. The winning bidder also won the contract to deliver the service for all the other firms across a large geographic area.
There is no question that TUPE applies but I am concerned that the way the new employer (NE) is applying it is unfair to the staff at the multiple outgoing employers (OE). Because of the way the service is delivered the transfer and closure of the OEs will be staggered over several months.
NE says that all affected staff at OEs will be made redundant at point of transfer, as each OE closes.
NE says that there are some vacancies- new jobs in addition to the NE existing staff, that the multiple OEs staff will be able to apply for.
The NE existing staff are not being put at risk.
Even if there are the same number of staff for a specific role in the OEs as the NE required (additional to existing staff) then they must still apply for the new posts. These appointments will be on to NE t&c and not covered by TUPE.
They are using ETO (location) as the reason for redundancy but I'm finding it difficult to identify case law to back up the position on (a) not putting their staff at risk (b) declaring the 'vacancies' to be new posts. They've said ETO service change for (a) but our firm already delivers exactly the same service as NE.
Would be grateful if anyone can point me in the direction of relevant case law, thanks. This position means that many staff will be forced into redundancy when they hoped to work for the NE or be on worse t&c.
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TUPE, ETO and having to apply for a new job
15 replies
Ropeytupe · 19/08/2019 20:09
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