Hello, my name is***** am a qualified lawyer and it is my pleasure to assist you with your question today.
Are you the employer proposing to make the changes?
First of all you have to consider if any of these were contractual terms because TUPE only protects contractual terms and conditions. S for example if the provision of the uniform was a non-contractual policy then that will not transfer to the new employer. Same goes for the dash cam – was there a specific contractual clause saying that no dash cams were to be fitted? If the change do not relate to contractual terms from your previous employment they will not be protected under TUPE.
Changing the way you get paid can be justified if it is to bring you in line with the existing workforce. If the payroll is set up in such a way that they process monthly pay for the workforce and it would be difficult to start doing weekly pay for a select portion of employees, they can harmonise the terms with the majority.
You are probably in the best position to challenge the holiday notice changes, of course assuming that they were contractual before.
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