Key differences in the law relating to TUPE (transfers of undertakings and service provision changes) in Scotland and Northern Ireland.
Practical guidance on arranging the election of employee representatives for informing and consulting on a TUPE transfer.
Sinead Jones is an associate, and Phil Dupres and Beckie Howlett are trainee solicitors at Addleshaw Goddard. They round up the latest rulings.
The Advocate General has taken the view that the obligation on an employer to consult on collective redundancies is triggered when it makes a strategic or commercial decision that compels it to contemplate or plan for collective redundancies.
The cases below examine various issues arising under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), including service provision changes; collective consultation; an employee's objection to the transfer and a substantial; and detrimental change to working conditions.
Good practice guidance on TUPE, discussing how employers should deliver the commercial aims of a transfer without undue disruption to their business, including good practice advice for transferors and transferees.
The Employment Appeal Tribunal has held that, where a dismissal is because of the normal expiry of a fixed-term contract, the dismissal does not count for the purposes of collective redundancy consultation, because one of the reasons for dismissal will be "related to the individual concerned".
HR and legal information and guidance relating to collective employee relations.