Whether or not you are paid for extra travelling time after a compulsory transfer depends on whether this has been agreed in your employment contract, or in any collective agreement, and on what has been negotiated by a union, if one is recognised where you work.
Any agreement may only be for a fixed period of time after the transfer.
This kind of issue should be agreed clearly before the transfer.
There are specific statutory duties to consult with the workforce before a transfer under the Transfer of Undertaking Protection of Employment Regulations (TUPE).
Where a union is recognised, this consultation should be with the union. Your union may be able to negotiate, for example, a pay rise or one-off bonus payment to reflect the extra travel time.
Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.
What is WorkSmart?
A career coach that works for everyone.
Enjoy bite-sized activities delivered to you every week.
Equip yourself with essential skills to be the best you yet.
Get the guidance you need to stay focused and reach your goals.