Changing terms and conditions of employment can be difficult. We’ve recently had a number of our clients ask whether they can change their employees’ terms and conditions of employment, particularly following a TUPE transfer. A simple answer is yes you can, but you need to follow a diligent process and be aware of potential pitfalls.
TUPE has been in place in the UK since 1981 and yet remains one of the most complicated and frustrating piece of employment legislation. Nonetheless, it’s here to stay for now so we thought it would be prudent to answer the most FAQs we receive on TUPE.
As an employer, you will no doubt want your employees to enjoy working in your organisation and not just turn up every day because they are paid to, but how do you know what they genuinely think about working for you if you don’t ask them?
Establishing a company culture may sound like a very broad statement but in most cases it’s something that already exists and just needs nurturing. Here is some simple guidance on how to establish and develop the company culture you want.
An overview of what TUPE is, when it generally applies and what the basic responsibilities are for the employers involved.
When a key employee leaves your organisation, one of your concerns may be whether they are about to steal your clients and intellectual property. It is common practice to include post-termination restrictions within your employment contract to limit this. Our post covers what you should consider to ensure the covenants are enforceable.