-
- Date:
- 24 November 2015
- Type:
- Law reports
The Employment Appeal Tribunal (EAT) has held that there is no relevant TUPE transfer where a restructure results in an employee moving from an employment contract with one employer to an employment contract with several employers, including the original employer.
-
- Date:
- 1 November 2015
- Type:
- Law reports
Jessica Alice-Curtis is a trainee solicitor, Lucy Melville is a paralegal and Nigel Cousin, David Rintoul and Rachael Wake are associates at Addleshaw Goddard LLP. They round up the latest rulings.
-
- Date:
- 1 October 2015
- Type:
- Law reports
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.
-
- Date:
- 10 September 2015
- Type:
- Law reports
An Employment Appeal Tribunal has held that an employee, not working in his employer's business because of health problems, but retained as an employee to receive permanent health insurance (PHI) payments, was not "assigned" to the organised grouping of employees for the purposes of a TUPE transfer.
-
- Date:
- 2 September 2015
- Type:
- Law reports
A recent ruling in the Employment Appeal Tribunal (EAT) gives clarity about when an employee is "assigned" to an employer before a TUPE transfer. In his latest TUPE update, Dr John McMullen explains the ruling's implications for employers.
-
- Date:
- 1 May 2015
- Type:
- Law reports
David Malamatenios is a partner, Colin Makin, Sandra Martins and Krishna Santra are senior associates, and Hinal Raichura is a trainee at Colman Coyle Solicitors. They round up the latest rulings.
-
- Date:
- 1 May 2015
- Type:
- Law reports
In Salmon v Castlebeck Care (Teesdale) Ltd (in administration) and another [2015] IRLR 189 EAT, the EAT held that an employee who was dismissed for gross misconduct, but whose contractual appeal against dismissal was successful, did not need to be formally reinstated by her employer for her contract of employment to be resurrected so as to continue as if it had not been terminated.
-
- Type:
- How to
Practical guidance on dismissals in the context of a TUPE transfer, including who has liability for dismissals; economic, technical and organisational reasons for dismissal; and information and consultation.
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- Type:
- FAQs
-
- Type:
- FAQs
