reduction in hours

Penny Tration

All hypothetical!

Hypothetically, person A worked for company X for a few years. Person A was being treated badly, with many employment laws breached. A complaint was ignored.

Person B offers person A a job in their company. Their company, Y, is a franchise of company X. Company X is fine with this, so A gets their p45 and joins company Y.

Now, company X have told company Y to cut person A to one day a week. A has been in company Y for eight months and company X for two years.

Company Y promised A certain conditions and specific hours, which is why A took the job.

Does A have any potential legal recourse against company X, the first company, for, after two and a half years total service between the two, changing A's terms of employment so drastically?

All hypothetical again.

Penny Tration

Hypothetically, person A has been informed on the QT that company X have taken over the lease for company Y, which possibly leaves A back in the employment of company X!

whomitconcerns

You got all your answers in your other thread on the exact same topic

Penny Tration

whomitconcerns wrote: »

You got all your answers in your other thread on the exact same topic

I only posted another thread on this in another forum about ten minutes ago, due to no posts here. That thread also has no posts. So er, thanks but I think you've got the wrong person mate.

Also edit - mods, this can be locked as I've now posted elsewhere. Thanks

Pat Mustard

If employee was to leave, it would make life easier for a company that planned to take over Y's business, because of Transfer of Undertakings rules.

The issue of constructive dismissal should be considered.

There are some missing pieces of the puzzle here. It would seem as though the relationship between X and Y is more than just that of franchisor/franchisee.

For instance, if someone enters into a franchising agreement with McDonalds, they would have to stick to their strict rules about food sourcing, customer service, food storage, processing and cooking, etc. But it is dooubtful that McDonalds would start singling out their employees like that.

Is it the case that X wants to take over Y's business?

It is important to note time limits in relation to employment disputes. The time limits for many complaints is six months, beyond which, such complaints may be unsuccessful.

You still want this thread closed, Jenny?

Penny Tration

Pat Mustard wrote: »

If employee was to leave, it would make life easier for a company that planned to take over Y's business, because of Transfer of Undertakings rules.

The issue of constructive dismissal should be considered.

There are some missing pieces of the puzzle here. It would seem as though the relationship between X and Y is more than just that of franchisor/franchisee.

For instance, if someone enters into a franchising agreement with McDonalds, they would have to stick to their strict rules about food sourcing, customer service, food storage, processing and cooking, etc. But it is dooubtful that McDonalds would start singling out their employees like that.

Is it the case that X wants to take over Y's business?

It is important to note time limits in relation to employment disputes. The time limits for many complaints is six months, beyond which, such complaints may be unsuccessful.

You still want this thread closed, Jenny?

Great information and thank you

Closing is fine. I got some information elsewhere. Thanks