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SCENARIO 2: CodeStream Innovations, a tech startup, is acquired by a larger competitor, MegaTech PLC. The business is transferred as a going concern. MegaTech immediately tells CodeStream's developers that their salaries will be cut by 15% to match MegaTech's pay scales.
Under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), what is the legal effect of MegaTech's action?
ACCA · Question 51 · Corporate and Business Law
SCENARIO 2: CodeStream Innovations, a tech startup, is acquired by a larger competitor, MegaTech PLC. The business is transferred as a going concern. MegaTech immediately tells CodeStream's developers that their salaries will be cut by 15% to match MegaTech's pay scales.
One of the developers, angry at the proposed changes, resigns and wishes to claim constructive unfair dismissal. What is the strict statutory time limit for presenting an unfair dismissal claim to an Employment Tribunal?
SCENARIO 2: CodeStream Innovations, a tech startup, is acquired by a larger competitor, MegaTech PLC. The business is transferred as a going concern. MegaTech immediately tells CodeStream's developers that their salaries will be cut by 15% to match MegaTech's pay scales.
One of the developers, angry at the proposed changes, resigns and wishes to claim constructive unfair dismissal. What is the strict statutory time limit for presenting an unfair dismissal claim to an Employment Tribunal?
Answer options:
1 month from the effective date of termination.
3 months minus one day from the effective date of termination.
6 months from the effective date of termination.
6 years from the breach of contract.
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