
Dementia currently affects 1 in 14 people in the UK. Many people will either know someone with dementia, have had to support and care for someone with dementia or have been diagnosed themselves.
Reading a recent decision by the Pensions Ombudsman, you can almost sense their exasperation at the behaviour of the employer towards three employees! The employer failed to assume its pension responsibilities following the TUPE transfer of these employees despite it being clear the extent of these responsibilities. This was compounded by the employer’s refusal to address the employees’ concerns. Whilst this might be an extreme example of the employer sticking their head in the proverbial sand, it stands as a timely reminder that employers who inherit employees under a TUPE transfer must be alert to their pension responsibilities.
Facts
Mrs L, Miss Y and Miss T were employed by the Co-operative Group and in January 2013 they became members of the Co-operative Pension Scheme (PACE). They contributed 1% of their earnings and the Co-op paid a 2% contribution. These contributions were due to increase to 2% and 3% respectively from 1 October 2017.
In February 2015, the store they worked at was acquired by 5 Star Food and Wine. In a letter of 7 April 2015, the Co-op confirmed in a letter to Mrs L, Miss Y and Miss T that TUPE applied to the acquisition and promised that their pension provision would be protected and that their new employer would provide a scheme with matching contributions of up to 6% of actual gross pay.
When a TUPE transfer occurs, under s257 of the Pensions Act 2004 and the Transfer of Employees (Pension Protection) Regulations 2005, transferees are obliged to provide pension benefits for transferring employees where the employees were a member of an occupational pension scheme immediately before the transfer. S258 of the Pensions Act 2004 states that these transferring employees must also have been required to make contributions into this pension scheme and must have made at least one contribution. The employees, in this case, met these criteria and so were entitled to the protection of their occupational pension rights and benefits.
On 8 April 2015, these three employees commenced their employment with Five Star Food and Wine; no pension was provided by this new employer. From November 2017, deductions were made from their wages by the employer, but these amounts were not invested in a pension fund. The women made complaints, but their new employer failed to respond or engage on this issue in any meaningful way.
Pensions Ombudsman decision
Unsurprisingly, the decision was made in favour of the employees. The letter of 7 April 2015 made it clear that the transfer of the shop where the employees worked was covered by TUPE and so was subject to s257 of the Pensions Act 2004. It was a term of the transferring employees’ contracts that they were given access to an occupational pension scheme and this term was not met.
5 Star Food and Wine was required to provide an occupational pension scheme from the date of the transfer, pay their employer contributions to match those of Co-op and to make good any lost investment returns on these sums given the delay in the contributions. In addition, they were ordered to pay each employee £2,000 in compensation for the distress caused.
Take away points
Whilst this may be an extreme case there are three key points to take away:
Please contact Doug Mullen.
Dementia currently affects 1 in 14 people in the UK. Many people will either know someone with dementia, have had to support and care for someone with dementia or have been diagnosed themselves.
The 2022 Code replaces the NHF Code of Conduct 2012 (the 2012 Code) and sets out the baseline standards that the NHF expects of its member registered providers (RPs).
The High Court has dismissed a challenge by the Police Superintendents’ Association to the closure of legacy public sector pension schemes.
In my recent blog, I said that we would be issuing a series of ebriefings and blogs highlighting issues with the Procurement Bill. This is the first of these.
Contractors and delivery partners are facing a ‘perfect storm’ in many cases with a number of factors directly impacting upon the profitability of their work.
Worker status, like Piers Morgan, is one of those things that we think has gone away and then it pops up again!
We are seeing a steady trickle of decisions focused around the issue of flexible working requests or employer requirements for changes to working patterns (both pre and post the pandemic).
For those of us who have endured a choppy cross channel journey, the mention of P&O Ferries will invoke some nauseous memories.
Successive generations have witnessed seismic shifts in the workplace; post-war it was the return of the soldiers and the impact on working women who had to work in their place.
In this podcast, Puja Desai interviews Kimberley Foster and discusses her experience with counselling. This is a really helpful podcast for anyone who has thought about counselling.