that you have the right to transfer, and tell you the date by which you must decide. You must be given a reasonable opportunity to make a decision. The employer must give you access to all the relevant information about the restructuring. The new laws do not prevent you, before you decide whether to transfer to the new employer, from bargaining with your existing employer for alternative arrangements. Any alternative that you agree on must be in writing. If you decide to transfer, you become an employee of the new employer, on the same terms and conditions, including as to whether you're full-time or part-time. This means that your old employment agreement continues, except that it's now with the new employer. The date of the transfer is set by agreement between you and your previous employer; if you can't agree, it's the date on which the restructuring takes effect. Your employment will be treated as continuous for the purpose of service-related entitlements, including annual holidays, sick leave, bereavement leave and parental leave. However, the new employer does not have to pay you for any annual holidays not taken before the transfer. You cannot also receive redundancy entitlements from the previous employer under the previous terms and conditions. What if I decide not to transfer to the new employer? If you decide not to transfer to the new employer, this may mean that you're made redundant. The standard laws governing redundancies will then apply. If any term or condition of your