I’ve recently moved roles within the company I’ve worked at for many years. The new role is in a different area under a separate legal entity, which I wasn’t made aware of at the time. I assumed my contract would remain the same and wasn’t sent any paperwork or formally agreed to new terms.
I’ve now discovered that the terms and conditions are quite different, including reduced sick pay, different working hours, and lower holiday entitlement. Where do I stand in terms of being required to adhere to these new terms when I never agreed to them? If this move was considered a TUPE transfer, would that mean I am entitled to keep my original contract?