Transfer of Undertakings (Protection of Employment) Regulations 2006 (‘TUPE’)

Stuart Swan
12th Jan 2015

January 2014 saw a number of amendments being made to existing TUPE legislation.

Perhaps one of the most notable changes was that a change in the location of the workforce following a TUPE transfer was expressly included within the scope of an ETO reason (an economic, technical or organisational reason entailing changes in the workforce) under TUPE, thereby preventing genuine place of work redundancies from being automatically unfair.


Other changes included obliging transferors to provide employee liability information further in advance of the transfer (28 days prior, rather than 14 days) and also permitting micro-businesses (employers with fewer than 10 employees) to consult directly with affected employees rather than elected employee representatives or union representatives where there is no recognised union or existing employee representatives.


See other 2014 key developments in employment law  - here

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