HR Articles

The Transfer of Undertakings (Protection of Employment) Regulations 2006 ('TUPE') aim to safeguard employees’ rights on the transfer of a business or on the change of a service.

There has been a few recent announcements relating to employment law reforms, which could be significant for businesses, and is considered below.

Is a transferee’s name part of the duty to inform and can a settlement with the transferee affect an award being made against it for not providing measures information? This article explains a recent case and how it applies for businesses going through TUPE.  

UK Case law has established that TUPE can still apply to business transfers where the undertaking is transferred to multiple transferees provided the undertaking does not lose its identity.

It is well established that contract changes made solely (or principally) because of a TUPE transfer will be void.

The TUPE Quarter is a series of podcasts designed to bring you right up to date with TUPE. From updates on the latest developments and case law to discussions on common issues and myths that surround the area. We recognise that time is precious and so these podcasts take place every 3 months for no more than 15 minutes (every quarter for a quarter!).

Under TUPE, individuals who are ‘employed’ by the transferor and assigned to the organised grouping of resources or employees that is subject to the relevant transfer (whose contracts would otherwise be terminated by the transfer) will transfer to the transferee.

We all know what a complex area TUPE can be so we’re launching a series of podcasts designed to bring you right up to date with all things TUPE! This will include the latest case law developments as well as discussion on common issues and myths that surround business transfers and service provision changes.

Under section 1 of the Employment Right Act 1996, employers must provide most employees with particular information about their employment including start date, scale/rate of remuneration, and terms relating to hours of work.

Employers have an ongoing duty to keep sufficient national minimum wage records to demonstrate their compliance with the law.