Bazak - thanks for the link, it makes interesting reading and actually raises a few questions about changes that occured when moving from company A to company B also.

I work for company A at their only premises, and after 3 years company A gets purchased by company B who have their own premises. The 2 sites are rebranded as 'Company B'. After a couple of years, company B introduces a bonus scheme based on overall company performance. The bonus would be paid to each employee at the end of the calendar year. Mid-way though the year, company B sells the business that is being run from the site I work at (what was company A) to company C. Company C announces that as the bonus scheme was run by company B, the bonuses would be not be paid, although company C might introduce their own bonus scheme in the future. During the transitions from company A, through B and now to C, I haven't (nor has anyone else) had a new contract and the general line that T&Cs remain as before has been used. Is the removal of the potential bonus fair in this case, considering TUPE hasn't been used?

If an employment contract specifies that you are employed to work for 35 hours/week on a set hourly rate but the employer varies the amount of hours you are actually required to work each week (on a rota), can they vary amount they pay each week? An example: Week1 I am on the rota to work 35 hours (as per my contract) and paid for 35 hours. Week2 I am on the rota to work 40 hours (maybe to cover someone elses holiday leave) and paid for the 35 as per contract but also paid for the additional 5 hours worked. Week 3 I am only given 32 hours on the rota (maybe because the workload for that week is low) and only get paid for 32 hours.