TUPE: Changing terms and conditions is not automatically constructive dismissal

• Author:
• Daniel Barnett

According to a case summary issued by the Independent Council of Law Reporting, the Court of Appeal decided the appeal in Rossiter -v- Pendragon (and the associated case, Clarke -v- Air Foyle Ltd) last week. The transcript is not yet available.

The Court of Appeal has overturned the EAT decisions in both cases, and held that a change to employees' terms and conditions following a TUPE transfer does not automatically amount to a constructive dismissal - the employee still needs to establish a... (41 more words)

Member login

If you are a member of the Workplace Law
Network, please enter your details below

My email address
My password
Keep me logged in:
	I've forgotten my password

Protecting your data

We take data protection very seriously. We will never share your data with third parties. We process data in accordance with: the Data Protection Act 1998; the 11th edition of the British Code of Advertising, Sales Promotion and Marketing Practice; and the DMA Direct Marketing Code of Practice.