The Transfer of Undertakings (Protection of Employment) Regulations, were introduced in 2006 to protect the rights of employees when the organisation they are employed by is acquired by a new organisation or when there is a change is service provider. Commonly known as TUPE, their purpose is to automatically transfer employees and any associated liabilities, such as pension contributions from one employer to another following an acquisition. In the community sector, TUPE can arise in association with a community-asset transfer or with the transfer of a service to a local organisation.
TUPE can be a complex piece of legislation. Our experienced TUPE solicitors can support community organisations with every aspect of TUPE and can help you safeguard against associated risks. Should an organisation fail to comply with TUPE it could be faced with costly and time-consuming Court proceedings.
Our experienced team of TUPE solicitors have many years of experience providing support to community organisations on all aspects of TUPE, from deciding whether TUPE applies and advising on employee consultations to negotiating contractual agreements and implementing change post transfer.
At Anthony Collins Solicitors we draw on our extensive knowledge of working with the community sector to give clear, practical advice that is bespoke to each organisation's unique circumstances. We will work in partnership with you to support you through periods of transfer and restructure, to minimise disruption and ensure that you are aware of your legal responsibilities under TUPE.
Our specialist team support organisations in all areas of restructuring and TUPE issues that may arise as a result, including:
The Guidance for the extended Coronavirus Job Retention Scheme (CJRS) was released last night on 10 November 2020. We thought we knew what we were expecting or so we thought...
The Employment Appeal Tribunal (EAT) has found that where a TUPE transfer has taken place, subsequent changes to employees’ terms and conditions may not be invalid...
Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.
The sanctions against employers who knowingly or unknowingly employ individuals who do not have the correct immigration status to work in the UK are stringent.
Under the Working Time Regulations (WTR) a worker is entitled to a 20 minute rest break away from their workstation if their daily working time exceeds six hours. However, there are limited circumstan
What can an employer do when its negotiations with a recognised union break down and they cannot collectively agree changes to terms?
Can an employee’s concerns raised purely out of self-interest constitute a qualifying disclosure for whistleblowing purposes?
What’s on the horizon for HR and employment law in 2018? Kate Watkins highlights key legislative changes and cases to keep an eye out for.
The Advocate General of the European Court of Justice (“ECJ”) has confirmed that a 5 month gap in operations does not necessarily prevent TUPE applying.
To receive invitations to our events, as well as information and articles on legal issues and sector developments that are of interest to you, please sign up to Newsroom.
