Transfer of undertakings (TUPE) – Acas training and support. Acas training – did you know? Acas run practical Training Courses, Workshops and Projects to. Acas Helpline – TUPE. Acas Helpline. If your organisation is being bought or sold and you would like information relating to the transfer of employees the Acas. Explaining TUPE, the rules describing how employees must be treated when a business transfers to new ownership. In this video.

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Transfer of undertakings (TUPE)

If an ETO is the main cause of a dismissal, then the dismissal may be justifiable provided that the transferee acted reasonably in all circumstances.

Employees who believe that their terms and conditions have been substantially changed to their detriment before or after a transfer have the right to terminate their employment and claim constructive unfair dismissal at a tribunal.

The transferee also takes over the liability for all statutory rights, claims and liabilities arising from the contract of employment, for example liabilities in tort, unfair dismissal, equal pay and discrimination claims. Strictly speaking, pension rights related to old age, invalidity or survivors’ benefits in employees’ occupational pension schemes do not transfer under TUPE.

The Acas guide pdf [kb] This guide provides a step-by-step process of how to conduct a TUPE transfer primarily from an employment relations perspective, but also covers legal and good practice guidance to provide a more rounded view of the topic. Information to the new employer Transferors are obliged to give the transferee written information about the employees who are to transfer and all the associated rights and obligations towards them.

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However, there will be occasions when they cannot be avoided. If the transferor does not provide this information, the transferee may apply to an employment tribunal for such amount as it considers just and equitable. Being monitored at work.

When a business moves to a new owner in one of these ‘relevant transfers’, the Transfer of Undertakings Protection of Employment Regulations TUPE currently protects the entitlement of UK employees to the same terms and conditions, with continuity of employment, as they had before the transfer. If an employee leaves and claims constructive dismissal due to changes in their contract which are significant and fundamental they will need to have the qualifying length of service to do this.


The exception to this rule is criminal liabilities. Where there are no recognised trade unions or employee representatives in place, employers must arrange elections amongst the affected employees to elect representatives to consult about the transfer. Acas — Transfer of undertakings. Tupr monitored at work. Where there are fewer than 20 employees being made redundant within a day period, there is aas a legal requirement to consult with employees individually but there are no prescribed time limits in which to do so.

Employers who failure to consult properly can be required to pay staff up to 13 weeks’ pay in compensation.

It won’t be a service provision change if: Terminating employment – notice periods and pay. Paul Whitfield can be contacted on or paulw foxwhitfild.

The relevant law The Transfer of Undertakings Protection of Employment Regulationsas updated by various statutes and regulations, notably The Collective Redundancies and Transfer of Undertakings Protection of Employment Amendment Regulationscover the transfer of an undertaking, or part of one, from one business to another. Training Courses, Workshops and Projects. Rights and responsibilities at work. Transfer of undertakings TUPE. It may be possible for a legal representative to negotiate warranties and indemnities which will provide a partial, or total, cushion against the financial impact of any claims resulting from the application of TUPE.

Has there been a transfer of tangible assets such as building and moveable property although this is not essential? Try our free Acas e-learning which offers modules covering TUPE and other important employment relations topics.

They carry with them their continuous service from the outgoing employer, and should continue to enjoy the same terms and conditions of employment with the incoming employer. We will be tracking any un-answered questions and, in each case, considering whether to add them to the system to help it fit your needs as closely as possible.

Handling TUPE transfers: the Acas guide | Acas

There are two situations when the TUPE regulations may apply; business transfers and service provision transfers. The employer must facilitate the election process. Finally, the factsheet offers introductory guidance on managing a TUPE situation, particularly when it comes to dismissals, consultation and notification, pensions, and required written information.

Useful contacts and further reading Contacts GOV. Transfer of undertakings Acqs. TUPE doesn’t apply to: This factsheet was last updated by Lisa Ayling, solicitor and employment law specialist, and by Rachel Suff. TUPE Transfer of Undertakings Protection of Employment Regulations is a set of rules that work to protect employees when the business they work for is sold or transferred to a new employer. See the BIS guidance: Employee Relations Adviser Rachel Suff joined the CIPD as a senior policy adviser in to help shape the public policy debate to champion better work and working lives.


Examples include the collective disputes procedure, time off facilities, training for union representatives, negotiated acass procedures or job security arrangements and flexible working arrangements.

Outlines the main legal requirements surrounding TUPE transfers, tpe well as the essential steps involved in managing such transfers. The TUPE regulations apply if a business or part of a business moves to a new owner or merges with another business to make a brand new employer.

Acas Helpline – TUPE | Acas

New TUPE regulations came into force on 31 January and ACAS have now published some very helpful guidance to help employers and employees better understand what the changes mean and how they may affect their business. These include terms and conditions of employment negotiated through collective bargaining as well as the wider employment relations arrangements. When a business is sold or transferred the employees assigned to, or employed by that business will automatically transfer with the business and become employed by the new owner of the business.

Our practical guidance for people managers on the requirements for transfers of staff provides a minimum set of standards for all parties and includes sections on commissioning and transferring services, steps to follow when transferring staff teams, pension issues when transferring staff, and the harmonisation of terms and conditions Dismissal If an employee is dismissed because of the transfer, their dismissal is automatically unfair.

The new firm may be under an obligation to take on the staff working on the client account for the previous firm. Acas uses cookies to ensure we give you the best experience and to make the site simpler. Examples of ETO reasons may include a severe reduction in output that makes trading unsustainable without dismissing staff economic or new technology which means that far less staff are needed technical. If there are no trade union or employee representatives, then the law stipulates that representatives must be elected by the affected employees for the purposes of consulting over the transfer.