In a recent case (Power v Regent Security Services Ltd), the matter of contract changes under a TUPE transfer were considered.

In the particular case the employee had his relevant age changed from 60 to 65, which was of direct benefit to him. Unfortunately he was dismissed at 60 and the employee claimed for unfair dismissal.

Under TUPE transfers if a contract change is to be detriment of the employee it is void. However in this case, because it was to the benefit of the employee, it was held to be entirely valid.

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