I do not know about the UK, but if this were done in Germany, the originating (pre-TUPE) company would be liable for redundancy purposes for the first 24 month of the employees tenure in the new organisation. Accrued years of employment on later redundancy would always remain those of both employments combined. Importantly, the commercial position of the original company is evaluated when determining if the redundancy is legally justified. The employee will not be allowed to be put in a disadvantaged position due to the TUPE.

Whatever difference that makes under UK law, it's clear that BA no longer needs the previous staffing level at LGW and I think all must accept that redundancies are required to protect the company going forward. That is also in our interests as passengers. However, if this is a trick to "screw" loyal employees out of earned benefits, then this should be highlighted and brought to public attention.