We’ve recently had several queries regarding the complex world of TUPE (Transfer of Undertakings (Protection of Employment)) regulations.
As you can imagine there is far too much to cover in just one blog but we thought we would give you a quick overview of what TUPE is, when it generally applies and what the basic responsibilities are for the employers involved.
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.
If you have a staff base made up of employees on differing terms of employment, either due to different contract revisions or having transferred employees through business purchases, you may get to a point where you want to have all employees on one set of terms and conditions (referred to as ‘harmonising’). This may be for economic reasons, to help with administration and management or just to ensure everyone is getting the same deal.