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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Being monitored at work.

Handling TUPE transfers: the Acas guide

Employees being transferred can find this a very unsettling and worrying time and may also be best taking legal advice thpe their position if they feel they are not being treated correctly. The key to a successful TUPE transfer lies in good planning. General guidance about the main legal considerations which may aacas when employers or employees wish to change or amend the terms of a contract of employment between them.

TUPE classifies these types of resignations as dismissals. Terminating employment – notice periods and pay. TUPE doesn’t apply to: Have the customers been transferred? Employers must first consult with a recognised trade union where they exist, and if there is no recognised union then with elected employee representatives.

TUPE (Transfer of Undertakings) | Factsheets | CIPD

Acas also offers TUPE e-learning. Tools, Templates and Resources. However, other legislation means that some provisions equivalent to TUPE do apply to pension rights. Any such changes will be void. What is a transfer of an undertaking? Disputes and problems at work.

Try our free Acas e-learning which offers modules covering TUPE and other important employment relations topics. Micro businesses under 10 employees can inform and consult with employees directly if there is no trade union. 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. If an employee is dismissed either before or after a transfer and the sole or principal reason for the dismissal is the transfer, it will be automatically unfair.


Redundancy, notice, retirement and transfers. Even if there is an ETO reason, the normal law and practice on redundancies and unfair dismissals will still apply. Register for Acas e-learning here. 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.

Transfer of undertakings (TUPE)

Outlines the main legal requirements surrounding TUPE transfers, as well as the essential steps involved in managing such transfers. If there was no real change in tupee job functions of the employees, nor a change in the number of employees making up the workforce, the economic or other reasons may be disputed.

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. This can be determined by asking: These include terms and conditions of employment negotiated accas collective bargaining as well as the wider employment relations arrangements.

The relevant law The Transfer of Undertakings Protection of Employment Regulationsas updated by various avas and regulations, notably Tkpe Collective Redundancies and Transfer of Undertakings Protection of Employment Amendment Regulations acqs, cover the transfer of an undertaking, or part of one, from one business to another.

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 aca 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.


Terms and conditions from collective agreements may be renegotiated after one year provided that overall the contract is no less favourable to the employee. Acas uses cookies to ensure we give you the best experience and to make the site simpler. Rights and responsibilities at work. 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.

Transfer of undertakings TUPE. Please note that some of our resources are for members only. Good practice at work.

TUPE is a complex area of law and anyone thinking about purchasing or taking over a business with employees really needs to take legal advice about the employees they may inherit at the earliest possible stage. 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.

Employers who failure to consult properly can be required to pay staff up to 13 weeks’ pay in compensation. If the workforce was not taken on in order to avoid the application of TUPE, the transferee will be liable for potential tribunal claims.

Is there a high degree of similarity between the activities carried on before and after the transfer? Find out more about cookies.

This can be determined by asking:.