Employment Law for Employees
The Transfer of Undertakings (Protection of Employment) Regulations (TUPE) can arise where an organisation – or part of an organisation – transfers from one owner to another. It can also arise where an organisation ‘outsources’ part of its business to a third party, decides to transfer the outsourced services from one contractor to another, or decides to bring outsourced services back ‘in-house’.
In a TUPE situation, the law provides protection against dismissal, and your employment will usually automatically transfer from the ‘old’ employer to the ‘new’. With very few exceptions, you will also be legally entitled to retain your existing terms and conditions.
In addition, both your ‘old’ and ‘new’ employers have a legal obligation to provide you with information, and, in some circumstances to consult with you in relation to the TUPE transfer.
The law on TUPE is extremely complex, and if you have been dismissed, had your terms and conditions changed, or not been provided with information or consulted, in relation to a TUPE transfer, you may wish to take legal advice. Furley Page Employment Law Team can provide you with advice and assistance – perhaps by helping negotiate with your employer, or in some cases by providing advice and/or representation on Employment Tribunal claims.
For further information please speak to a member of our Employment Law Team on 0845 603 1057 or click here to email us with full details of your enquiry and we will contact you.