Editor's message: The TUPE Regulations 2006 safeguard employees' rights when there is a transfer of a business or service from one organisation (the transferor) to another organisation (the transferee). Getting it wrong leaves employers exposed to claims for unfair dismissal as well as liability for failing to inform and consult and provide employee liability information.
A common question asked by employers is whether or not it is safe to change an employee’s terms and conditions after some time has passed? Changes to employees' terms and conditions can be made in certain limited circumstances. However, the amount of time that has passed since the TUPE transfer does not play a part.
Don't forget that employers must provide specified information in connection with a TUPE transfer, this includes giving appropriate representatives of their employees who may be affected by the transfer specified information about the transfer, and the transferor notifying the transferee of "employee liability information".
Ellie Gelder, employment law editor
A further 18 categories within our suite of model documents are now listed in the order in which HR professionals might use them. This follows on from the earlier redesign of 14 key areas, making it easier than ever to find the templates that you need among XpertHR's 1,000 model documents.
The important TUPE case BT Managed Services Ltd v Edwards and another, which was set to be heard by the Court of Appeal in 2017, has settled. The Court of Appeal was expected to consider the status of employees on long-term sick leave during a TUPE transfer.
Chris Cook is partner and head of employment and Keely Rushmore is senior associate at SA Law. They round up the latest rulings.
A date has now been set for the Court of Appeal hearing in BT Managed Services Ltd v Edwards and another, on the status of employees on long-term sick leave during a TUPE transfer.
We provide the latest on BT Managed Services Ltd v Edwards and another, on the status of employees on long-term sick leave during a TUPE transfer, which will now to go to a full Court of Appeal hearing.
A senior judge has granted permission for the TUPE case BT Managed Services Ltd v Edwards and another to go to a full Court of Appeal hearing. The case examines whether or not an employee on indefinite sick leave, but retained in employment, transfers under TUPE.
TUPE transferee obligations can apply where a service changing hands is divided among multiple providers on functional lines, explains Dr John McMullen in his latest update.
Lauren Evans, Iain Naylor, David Rintoul, Lucy Sorell and Rachael Wake are associates at Addleshaw Goddard LLP. They round up the latest rulings.
The "Brexit" referendum on whether or not the UK should withdraw from the European Union takes place on 23 June 2016. Stephen Simpson rounds up 12 key European cases that have had a major impact on UK employment law.
Cases on appeal provides news on key case law developments that are expected.
HR and legal information and guidance relating to TUPE.