Redundancy follwoing TUPE

Rosieroo

hi
I have a few questions.
1. I am being made redundant follwong TUPE. Immediately after the transfer they put me on paid leave. Am I still entitled to holiday pay that I believe I am owed?
2. Does that holiday pay include untaken leave from my previous employer?
3. I applied for 3 vacancies at the start of the pre-redundancy selection process and heard nothing. when raised with HR at a later date it appears that they 'lost' this application. Do I have any comeback with them?
4. I have only been told verbally ~ on the phone, week last Friday that i was being given 4 weeks notice ~ as per my previous contract . I was told a letter would be in the post. Not received yet. How do I stand legally?

Sorry for the list and would really appreciate any feedback Thanks Rosie

beanys

You will get holiday pay starting from the first day you were tuped to the new company think its 1.5 days a month
It will not include anything from your previous employer that should have all been settled in your last wage packet form last employer
Notice starts from the date stated on your letter it may say the date they telephoned you , you need to get in contact with them and find out were it is. When i was made redundand i got my letter about a week later , but the date was when they told us verbally
this was all 7 yrs ago so somethings may have changed
hope some of the info helps

Jarndyce

The answers to your questions are:

1/2. You are entitled to any holiday pay that you have earned under your contract of employment and not been paid for. That could include outstanding holiday from the previous employer if this was not squared off upon transfer. However, if you have been on paid leave, are you sure that the employer has not required you to take all or part of this from your annual leave allowance?

3. Failure to consider you for suitable alternative employment could render your selection for redundancy unfair. That will depend on what else they did during the consultation - that would need to be looked at by an employment lawyer.

4. You should receive written confirmation of your dismissal but this is not a legal requirement unless you request it. Your contractual notice period runs from the point at which verbal notice was given.