TUPE
We can help reduce TUPE legal risks to support a positive and successful transition
What is a TUPE transfer?
TUPE, which stands for the Transfer of Undertakings (Protection of Employment), regulations exist to ensure employers follow the correct legal procedure for a relevant business transfer, and that employees’ terms and conditions are preserved when their employment transfers to a new employer.
TUPE is a complex piece of legislation with potentially significant implications for both incoming and outgoing employers when a business is sold, activities are outsourced or brought in-house, or a contract for services is moved from one provider to another.
For both the outgoing and incoming employers, it is important to understand the employment liabilities related to any transfer, to avoid employment law claims and ensure an effective TUPE transaction.
Need assistance with a TUPE transfer? We can help
Robinson Grace HR Consultancy provides specialist legal advice to employers on the legal implications of TUPE including:
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Whether TUPE applies to the transaction
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Employee rights, both statutory and contractual, including continuity of employment, pay and accrual of leave
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Outgoing employer duties, rights and powers, such as disclosure of Employee Liability Information, duty to inform and consult with employees
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Incoming employer duties, rights and powers, such as announcing measures
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Transfer of collective agreements
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Changing or attempting to harmonise terms and conditions post-transfer
We are experienced in advising both transferors (the outgoing employer) and transferees (the incoming employer) on the TUPE process to follow and employment liabilities as a result of the transfer.
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Contact us to find out how we can help you
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