as outlined above, questions are:
- is my contract still valid even though the company has ceased to exist?- can I rest assured that the maternity cover applies to me even though I do not have a new contract of employment?
Ok, thanks Ben, last few things to clarify:
the old T&Cs have been superseded by new ones but those are not spelled out anywhere in writing.
The old T&Cs prohibit me from working with the software for a year after I leave the company which I believe is not legally binding as it can adversely affect my employability. Is my assumption correct?
The maternity cover is a firm-wide policy with the new employer but I have no written evidence that it was ever offered to me. Is this a reason to worry?
Lastly, even if I am covered by the maternity leave policy, my current role involves constant business travel throughout Europe which is not compatible with a pregnancy. Would they have a duty to modify my role so as to accommodate me (there are plenty of options I can think of) and if so, can I demand that from the very start of my pregnancy or only near my due date?