Employment contract changes

[Deleted User]

Hello, I am hoping to get some honest advice re  contractual changes in my employment.
When I first joined the company I work for I signed a contract of 35hr per week (or 7hr daily) for £50k (for argument sake). Since then, the business has been acquired. The new organisation is now planning to change our contracts and transfer us from 35hr to 40hr per week, but with the same salary e.g. the £50k. According, to the pro-rata salary calculator, any increase in the working hours should be reflected in compensation, so this means raising the salary from £50k to £57k. However, I have been told this will not be the case. So, they want me to sign a contract where I work for more hours for less money. I suggested to my line manager maintaining my salary for 32hr per week or increasing my salary to at least compensate me for the extra 32 days per year.
I am wondering what is the best way forward here? and if you have any advice. 
thanks. 

Marcon

Is this a TUPE transfer?

[Deleted User]

Marcon said:

Is this a TUPE transfer?

I don't understand what TUPE is

[Deleted User]

Deleted_User said:

Marcon said:

Is this a TUPE transfer?

I don't understand what TUPE is

The business was acquired in 2019 and the integration into the new organisation took place in 2020. I am still on my old contract, but are now looking to change it after 2 years. Does this help?

[Deleted User]

Deleted_User said:

I don't understand what TUPE is

Business transfers, takeovers and TUPE - GOV.UK (www.gov.uk)
When a business changes owner, its employees may be protected under the Transfer of Undertakings (Protection of Employment) regulations (TUPE).

[Deleted User]

Deleted User said:

Deleted_User said:

I don't understand what TUPE is

Business transfers, takeovers and TUPE - GOV.UK (www.gov.uk)
When a business changes owner, its employees may be protected under the Transfer of Undertakings (Protection of Employment) regulations (TUPE).

For how long can an employee be protected under TUPE? 

Thrugelmir

An employer can make an economic case for contract variation on the grounds of the company's financial performance. Employee has to accept the new terms and conditions. Obvious outcome is then it proceeds to redundancy consultation. 

Covid is going to have had a detrimental impact on many companies. As a result many will be looking at ways of ensuring their survival. People are unfortunately expendable. They'll be many people seeking employment in the months ahead. No shortage of vacancies for available positions. 

[Deleted User]

Thrugelmir said:

An employer can make an economic case for contract variation on the grounds of the company's financial performance. Employee has to accept the new terms and conditions. Obvious outcome is then it proceeds to redundancy consultation. 

Covid is going to have had a detrimental impact on many companies. As a result many will be looking at ways of ensuring their survival. People are unfortunately expendable. They'll be many people seeking employment in the months ahead. No shortage of vacancies for available positions. 

The redundancy cycle did happen earlier in late summer. So now this is trying to get their house in order. Jobs have been lost, people have left because are unhappy. There is an equity firm who is backing the organisation, and they are acquiring new businesses as we speak. This contract change is to level the plain field across all the businesses they acquired. It feels insulting increasing contractual hrs with the same pay. So what are my options? Is there any legal argument?

74jax

So are these new hours to do work that has been left behind due to people leaving (redundancy) 

[Deleted User]

74jax said:

So are these new hours to do work that has been left behind due to people leaving (redundancy) 

I can't say with certainty. The argument put forward is that all agencies under the new organisation need to have a min of 40hr per week written in their contract. The other argument is that we do already these hrs. The truth is I do on average 40-45 hrs a week. However, if we sign this new contract those hours are likely to increase even more to 50-55hrs per week. I don't want to give away my time for free.  

ElefantEd

If I were you I would sign the new contract, given that you are already doing the hours in it, and then work precisely those hours, no more and no less. They can hardly complain or insist you do more. I would also look for another job as their attitude has obviously rubbed you up the wrong way.