TUPE

New and updated

• Type:

  FAQs

  Can an employer change the terms and conditions of transferred employees if a certain amount of time has passed since the TUPE transfer?

• Type:

  FAQs

  Does TUPE apply where an outsourcing contract comes to an end and a new contractor is engaged?

• Type:

  FAQs

  Do the same duties apply under TUPE in a second-generation outsourcing situation?

• Type:

  FAQs

  What happens to the balance of an employee's accrued annual leave when they transfer in a TUPE situation?

• Type:

  FAQs

  If a TUPE transfer results in redundancies, which employer is responsible for the redundancy process and payments?

• Date:

  1 April 2015

  Type:

  Law reports

  Case round-up

  James Buckley, Iain Naylor, Chris McAvoy and Lucy Sorell are associates and Mona Jackson is a trainee solicitor at Addleshaw Goddard LLP. They round up the latest rulings.

• Date:

  25 February 2015

  Type:

  Law reports

  Can less generous TUPE terms and conditions for older workers be justified?

  The Employment Appeal Tribunal upheld an employment tribunal decision that a requirement for older employees to accept less generous terms and conditions of employment, as a condition of their employment continuing, could be justified.

• Date:

  12 December 2014

  Type:

  Law reports

  TUPE: A change in workplace location did not amount to an ETO reason

  In RR Donnelley Global Document Solutions Group Ltd v Besagni and others; NSL Ltd v Besagni and others EAT/0397/13 & EAT/0398/13, the EAT held that the dismissal of transferred employees who refused to move to a new work location did not entail "changes in the workforce" and could not therefore be relied on as an ETO reason.

• Date:

  29 October 2014

  Type:

  Law reports

  TUPE service provision change: tribunal's reasoning flawed on assigning manager to organised grouping of employees

  In DLA Piper's latest case report, the Employment Appeal Tribunal (EAT) found that an employment tribunal's judgment was flawed when it held that an employee of a transferor was assigned to the organised group of employees that were reassigned to the transferee on a service provision change.

• Date:

  14 October 2014

  Type:

  Law reports

  TUPE transfers: transferor ordered to pay £65,500 for failing to notify transferee of unpaid salary claims

  The employment tribunal held in this case that, on a transfer under the TUPE Regulations, the transferor was liable to pay compensation for failing to inform the transferee that it would inherit claims from its employees for unpaid salary.