TUPE Advice

tomsocr

I've just been transferred via TUPE to another company. My previous company paid me overtime for when colleagues were on leave. This was an agreement with my old line manager for the last 8 years. However, the only mention of overtime in my contract was quote "any additional work when required".

Since moving to the new company I've remained on my old contact, but they no longer want me to perform overtime even though for the last 8 years there were a minimum of 60 hours overtime I carried out.

Does anyone know if TUPE would protect me on this issue as I would say that the extra hours overtime carried out actually formed part of my normal working pattern.

This particular overtime did add up to roughly £1k a year that I have now lost

Any advice appreciated. TIA

getmore4less

You have answered your own question "when required"

Even if you could get a custom and practice carried over with TUPE(at the point of transfer) this would would fit into ETO changes anyway.

Not worth the fight.

It be worth checking paid overtime is in your contract and what the rates are.

I would be looking at the bigger picture,

Background to the TUPE
How do they plan to cover holiday/sick?
Will they be wanting overtime for other reason(will it get paid)

Are they likely to review further and look to get rid of people.

VfM4meplse

getmore4less wrote: »

Are they likely to review further and look to get rid of people.

In which case I would be taking a good look at the respective redundancy packages in the T&Cs.