(Today, 5:37 am)MurdnunoC wrote As this is a contracted services, did the former drivers of the 96 (and the 515/558 for that matter) not turn up at the gates of Northstar expecting to be TUPE'd to the company upon the advice of ill-informed managers?
When a service provider changes such as a replacement contract situation, TUPE can apply.
However, the employees must be part of an
'organised grouping of employees'.
So if there is a specific rota of people employed on the service that is changing provider, then TUPE definitely applies. The outgoing provider can say to the new provider that when the work transfers, all responsibility for the employees passes to them, including any redundancy payments. (But not pay in arrears owed for work done for the outgoing provider!)
But other situations become much less clear, and if the work concerned is only a small part of a general rota, it probably would be be out of scope.
See the ACAS basic summary at
https://www.acas.org.uk/tupe/advice-for-...-employees . And, for more discussion of how it is applied
https://www.davidsonmorris.com/when-does-tupe-apply/
Of course, in many situations in the bus industry, the work involved in the lost contract is only a small part of the outgoing operator's activity and they wish to hang on to the staff in any case. Even then, a driver who is part of an "organised group" and who wishes to transfer with the service would still be entitled to claim TUPE.