Catering and Facilities Management Frequently Asked Questions
What is a Joint Venture Partnership?
A Joint Venture Partnership is a business formed between two or more partner organisations. In this case, the county council is going to partner with an established provider to create a new company which will provide catering and facilities management services across Nottinghamshire.
The day to day running and management activities of Catering and Facilities Management (including County Enterprise Foods) will rest with the joint venture partnership. The council will be involved and have influence over key areas, such as pricing, quality and significant staffing changes. This ongoing involvement will help to ensure that the proposed joint venture partnership keeps our values and objectives, whilst maintaining the quality and integrity of our services.
When was the decision made to enter into a joint venture partnership?
The decision to create a joint venture partnership was made by Nottinghamshire County Council's Cabinet on Thursday 6 February 2025. View the papers for the Cabinet meeting on 6 February
Who is the new joint venture partner?
The new joint venture partner is Vertas and the official contract was signed on Wednesday 19 March with representatives from the county council and Vertas Group.
Why is the council doing this?
The Catering and Facilities Management Service is currently being subsidised by more than £2.5 million in the current year. This is due to various factors such as increases in food and raw material costs, living wage and pay award increases and energy price rises. Because of the pressures faced by the service and the growing competition from private sector providers, we have explored alternative ways to deliver the service to give it a brighter, more cost-effective and sustainable future whilst continuing to deliver high quality meals and services.
How will the proposed joint venture affect my job, and should I be worried?
From 1 September 2025, your employment will transfer to the joint venture partnership to do the same job you do now. This will be in accordance with ‘TUPE’ – the Transfer of Undertakings (Protection of Employment) Regulations.
What is TUPE?
TUPE is a set of regulations which protects the entitlement of employees to ensure that the same terms and conditions of employment apply going forward that the employees had before a transfer.
The process involves consulting with employees and trade unions, sharing information on proposed changes and engaging with the service affected by the proposal.
TUPE protects and transfers your:
- Pay and hours
- Employment terms and conditions (such as sick pay and holiday entitlement).
- Your continuous service.
There will be no need to sign a new contract or interview for your role when it is transferred.
Under TUPE, how long are terms and conditions protected for?
Your terms and conditions are protected under TUPE for an indefinite period, there is no expiry date. Vertas will work with all areas of the service and have shared as part of the consultation meetings that they currently have no intention of making changes. Over time as Vertas deepen their knowledge of the business and any changes are identified, then discussions will be held with staff to as to how that may impact them.
Will there be any changes to my contract?
There will be no change to your contract of employment at the point of transfer.
The new employer may advise during the consultation period of 'measures' they propose to make following the TUPE transfer. Measures are any changes in working conditions or practices that the new employer would like to introduce after the transfer, that results from the transfer. These may include a change in reporting procedures, a change of pay date and so on.
Any such proposed changes will be clearly communicated to you in advance of the new partnership and the new employer will be required to consult with all staff, unions and the council in respect of any proposed changes.
How will I be communicated with?
We will continue to write to all staff affected by the joint venture partnership. Everyone will receive a TUPE Regulation 13 letter that will inform you that a transfer is to take place, together with certain details relating to the transfer. You will also be invited to a face-to-face consultation event to discuss the transfer and ask any questions you may have.
We will continue to update frequently asked questions and issue updates in the Frontline Focus newsletter that is sent to your home address.
Will there be any redundancies?
It is not currently envisaged that redundancies will be required for any staff prior to the commencement of the joint venture partnership.
As consultation continues with the new employer, they may wish to negotiate changes that would come into effect after the transfer.
Would my place of work change?
Your place of work will remain the same as it is now.
What about my manager? Would they stay the same?
It is anticipated that all Catering and Facilities Management staff (including all managers) will transfer across to the proposed Joint Venture Partnership.
What happens if I do not want to transfer to the new employer?
You can object to transfer your employment to the new employer. However, if you choose not to transfer to Vertas Nottinghamshire Ltd, your employment will automatically end and the council will treat it as a resignation. We recommend consulting with your trade union or contacting the HR Duty Desk on 0115 9774433 or hrdutydesk@nottscc.gov.uk for guidance and support.
Is my union aware of this or do I need to contact them? Would I still be part of my union?
Recognised trade union colleagues have been made aware of these changes, and we have actively engaged and worked with them in the process since spring 2024. Your union membership would continue as normal after the transfer.
Will my pay change?
Under TUPE transfer, your hours and pay that you currently receive would not change and would be transferred to your new employer, which in this case would be Vertas Nottinghamshire Ltd.
Will yearly salary scale increments continue?
If you are not on the top spinal column point for your grade you will move to the next spinal column point every April until you reach the top of your grade.
What about my pension?
Staff who are currently entitled to membership of the Local Government Pension Scheme (LGPS) would retain the right to be a member and the scheme remains exactly the same with the same benefits, including the death in service benefit.
If you are not currently a member of the LGPS, you will be opted in as a member on 1 September 2025. If you wish to not become a member of the scheme, you can opt out after 1 September.
Can I opt out of the Local Government Pension Scheme after I have transferred to Vertas Nottinghamshire Ltd?
Yes. You can opt out of the Local Government Pension Scheme after you have transferred. The earliest you can give written notice to opt out is 1 September 2025 when your contract transfers to the new employer.
We encourage all employees to make an informed decision, therefore we do not issue opt-out forms. If you choose to opt out of the scheme following the transfer, you have options. You can download and complete a form from www.nottspf.org.uk/resources/opt-out-interactive-form/ and send this to Vertas Nottinghamshire Ltd by email or post. Alternatively, you can simply write by email or post to Vertas Nottinghamshire Ltd stating your wish to opt out.
If you opt out within three months of the transfer date (by 30 November 2025) you are treated as having opted out from 1 September 2025. Any contributions made during these three months will be paid back to you by Vertas Nottinghamshire Ltd.
If you opt out after three months of the transfer date, Vertas Nottinghamshire will opt you out from the date given in the advanced notice. If no date is given, they will opt you out from the start of the next pay period. Any contributions made during this time will be held by the Pension Fund on your behalf.
Ok, I know a bit more now about my pay and job so when will this transfer take place?
Your contract will transfer to Vertas Nottinghamshire Ltd on 1 September 2025.
Will current hybrid flexible working remain?
Your working patterns and work bases will remain as they currently are following the transfer. Vertas may decide to review the work bases during the joint venture based on business requirements.
I have a question, who can I speak to?
We understand that these potential changes, which we feel will be positive for staff, customers and the county council, may leave you with some more questions. If you have any questions or concerns, please do speak to your account or line manager directly.
