Thread regarding Sabre Holdings layoffs

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Anyone know which teams have got "coforged" in KRK?

Thank you for your insight. I understand that a case for constructive dismissal under TUPE would require clear evidence of worsened benefits or conditions, rather than just dissatisfaction with the new employer or company culture. That said, given the potential impact of such changes, I believe it’s important to thoroughly analyze the situation and seek guidance from someone with the right expertise.

While I’m not assuming an automatic right to severance, I do think it’s worth carefully assessing all aspects of the transition to fully understand empl position. Exploring this during the consultation period with a well-prepared approach seems like the best course of action.

Yes of course if benefits and conditions are worsened, you have a case for constructive dismissal under TUPE and could get more even than statutory severance, but not liking who you are working for and not liking the culture are much harder grounds to take a case on. I am not a lawyer, so by all means explore it in the consultation period, but don't assume you have am automatic right to severance, it is not a good bargaining position to start from.

It can be right!

Based on gpt output:

1. Definition of Deterioration of Working Conditions

A deterioration in working conditions occurs when an employee's work environment or contractual terms are significantly worsened. This can include:

Worsening of salary, benefits, or working hours.

Change in job role or responsibilities that negatively impacts the employee.

A more hostile or unfavorable work environment.

Loss of career opportunities or professional stability.

2. How the Transfer from Sabre to Coforge Might Worsen Conditions

Even if a TUPE transfer is meant to protect employees’ terms and conditions, in practice, a move from Sabre to Coforge could lead to worse conditions if:

Coforge does not provide the same work culture, stability, or career growth as Sabre.

Employees face uncertainty, job insecurity, or stress due to the change in employer.

Operational or structural differences at Coforge create a less favorable work environment (e.g., different management styles, policies, or performance expectations).

There is an increased likelihood of redundancies or layoffs after the transfer, meaning employees have a higher risk of job loss.

3. Legal Perspective

Under TUPE regulations, a transfer should not directly worsen employment conditions. However, if:

The move to Coforge results in significant disadvantages for employees.

The working environment is less favorable or more hostile.

Employees experience stress, instability, or reduced career prospects.

Then, the transfer can be considered a deterioration of working conditions, potentially justifying legal claims such as constructive dismissal or claims for compensation.

Conclusion

If the move from Sabre to Coforge results in a worse working environment, increased stress, or reduced job security, it can be argued that the transfer has effectively deteriorated working conditions, even if formal contract terms remain unchanged.

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Do you really think that those points are not affected ??! For me in general it's deterioration of working conditions.
Check all benefits if they are the same.

The statement is partially true but incomplete and requires clarification.

Under TUPE (Transfer of Undertakings (Protection of Employment) Regulations):

1. There is no automatic right to a severance package solely due to the transfer – employees either transfer to the new employer under their existing terms or refuse to transfer (which is usually treated as resignation, without the right to redundancy pay).

2. However, there are situations where severance pay may be due:

If the new employer makes redundancies for economic, technical, or organisational (ETO) reasons, the affected employees may be entitled to redundancy pay.

If changes in employment terms after the transfer lead to constructive dismissal (e.g., a significant deterioration in working conditions), the employee may have a claim for severance or compensation.

3. TUPE protects salary and employment conditions, but this does not mean severance pay is never possible – it depends on the circumstances under which employment is terminated.

In general-We don't have experience with TUPE and It's better to talk to a layer about it, ofc if you know more details.

There is no right to a severance package in a TUPE. You transfer or leave. There are other protections around salary, conditions etc .