For use by Transferor or Transferee: This template needs to be tailored to the particular circumstances which apply.
This note applies to transfers occurring on or after 31 January 2014 (when changes were made to the TUPE Regulations). If you are dealing with a transfer which occurred
The aim of TUPE is to protect employees when a business changes hands or there is a change of service provider.
Changes to the 2006 TUPE Regulations apply to all TUPE transfers occurring on 31 January 2014 onwards with the exception of the change to Employee Liability Information which will only
FOR USE BY: TRANSFEREE; TO BE SENT TO: EMPLOYEES OF THE TRANSFEREE WHO MIGHT BE AFFECTED BY THE TRANSFER.
This checklist is a useful summary of the main issues Transferees need to consider following a TUPE transfer.
TUPE gives employees of both the transferor and the transferee special protection from dismissal where the sole or principal reason for the dismissal is the transfer itself. Such dismissals
In the TUPE context, transferees may collectively consult with the transferring workforce prior to the transfer date, provided certain conditions are met, see TUPE Information & Consultation
FOR USE BY: TRANSFEROR TO BE SENT TO: EMPLOYEES WHO WILL NOT TRANSFER TO TRANSFEREE, BUT WILL BE AFFECTED BY THE TRANSFER
FOR USE BY: TRANSFEROR TO BE SENT TO: EMPLOYEES WHO WILL TRANSFER TO TRANSFEREE