As specialist TUPE solicitors, we can assist you in bringing a claim in relation to your TUPE situation
TUPE Solicitors: The Legislation
Under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (hereafter referred to as “TUPE”), as amended by the "Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014, where there is a transfer of an undertaking (e.g. a takeover, merger, etc. Even includes a service provision change/outsourcing where the activities carried out under outsourced or tendered work are “fundamentally the same"), employees employed by the previous employer automatically become employees of the new employer when the business changes hands. Moreover, the employees concerned not only retain the same terms and conditions of employment they had under the previous employer, but they also retain their continuity of employment.
Employee representatives must be notified of the transfer in advance and must be consulted with respect to any proposals which may affect employees. Failure to consult entitles those employees concerned to compensation of up to 13 weeks pay each. Where an employee is not represented by a union, then should no other representative be available, a representative will have to be elected. However, businesses with fewer than 10 employees are not required to invite the election of representatives for consultation purposes if no existing arrangements are in place.
An employee who is dismissed, if the sole or principal reason is the transfer, may bring an employment tribunal claim for unfair dismissal. The claim must be brought within 3 months of the date of dismissal. The dismissal will be deemed automatically unfair if the sole or principal reason for the dismissal is the transfer, unless the employer can show that it pertained to a genuine economic, technical, or organisational (ETO) reason.
Under TUPE, an employee has the right to resign and claim constructive dismissal should the transfer involve a substantial change to their terms and conditions of employment to their material detriment, if the sole or principal reason for the changes is the transfer. What amounts to ‘substantial change’ and ‘material detriment’ is a matter for the tribunal to determine given the facts of the case.
Terms and conditions from collective agreements may be renegotiated after one year provided that overall the contract is no less favourable to employees, and in certain situations contractual changes arising from new collective agreements agreed by the outgoing employer are not required to be incorporated after a transfer.
Where the previous employer had an occupational pension scheme, the new employer must provide pension provision post transfer. They can choose whether this is a money purchase scheme, a final salary scheme, or a stakeholder scheme. Should they opt for a money purchase or a stakeholder scheme, then the new employer must match employee contributions up to a maximum of 6%. However, where they opt for a final salary scheme, then the scheme must either comply with the statutory reference scheme test as set out in the Pensions Scheme Act 1993 (s.12A) or provide identical benefits to those provided by the previous employers scheme.
TUPE Solicitors: Bringing A Claim
Should you require advice on TUPE matter, then please do not hesitate to contact one of our specialist TUPE solicitors. We can be contacted either by telephoning us on 0333 3010 700, or by completing the questionnaire on the right hand side of this page.
As specialist TUPE solicitors, you can rely upon us to provide you with quality advice from leading TUPE solicitors within the profession.
Please note that our specialist TUPE solicitors offer a free initial consultation.
Should you have been offered a Settlement Agreement (which used to be known as Compromise Agreements) which you require independent advice on, then please call one of our employment law solicitors immediately on 0333 3010 700, or complete the questionnaire on the right hand side of this page. We will then arrange an appointment with you to go through the Settlement Agreement.
How To Contact Us
To contact the Employment Law Solicitors about an employment law problem, please either telephone us on 0333 3010 700 or complete the short questionnaire above. Simply click the 'Send Now' button to submit the questionnaire once you have completed it. Upon receipt, it will be assessed by a solicitor who will then contact you to discuss the matter. The solicitor appointed to contact you, will be a specialist in your type of employment law issue. The Employment Law Solicitors handle cases on behalf of clients throughout the country. Headquartered in Wilmslow (Cheshire), we also have offices in Manchester, Liverpool, Warrington (Cheshire), Chester (Cheshire), Birmingham, Leeds, Sheffield, Exeter, London, Nottingham, Bristol, Nantwich (Cheshire), Stoke-on-Trent, Preston, Knutsford (Cheshire), Alderley Edge (Cheshire), Gloucester, Cheltenham, Shrewsbury, Worcester, Halifax, Cannock, Cardiff, Coventry, Cheadle (Cheshire), Didsbury, Wythenshawe, and Leicester.
This initial consultation is completely free of charge.