In this week's podcast, we discuss the practicalities of informing and consulting with transferring employees on a TUPE transfer.
David Malamatenios is a partner and Sandra Martins, Krishna Santra and Colin Makin are senior associates at Colman Coyle Solicitors. They round up the latest rulings.
In DLA Piper's latest case report, the Employment Appeal Tribunal (EAT) held that employment tribunals have no jurisdiction to entertain freestanding claims by transferred employees against the transferee for its failure to provide the transferor with information about the measures that it envisages it will take in relation to the transferring employees.
Use this TUPE workflow to carry out an election of employee representatives for information and consultation purposes in accordance with the requirements of the TUPE Regulations 2006, where there is no independent trade union recognised in respect of the affected employees.
Significant changes to the TUPE framework came into effect on 31 January 2014. Employment lawyer Darren Newman sets out the state of play in respect of TUPE and explains the changes.
The law on informing and consulting prior to TUPE transfers, including the obligation to inform and consult under the Transfer of Undertakings (Protection of Employment) Regulations 2006, informing and consulting appropriate representatives and the exception for micro-businesses, and pre-transfer collective redundancy consultation.
A model letter to inform individual employees that a TUPE transfer is to take place.
A model letter to start consultation with employee representatives on measures in relation to affected employees.
A model policy to set out the procedure for the election of employee representatives for informing and consulting on a TUPE transfer. The policy covers: timescales for consultation; nomination of employee representatives; election of employee representatives; and the role of elected representatives.
HR and legal information and guidance relating to TUPE transfers - information and consultation.