What is a TUPE?

blog-publish-date

15 Nov 2018

blog-read-duration

TUPE refers to the Transfer of Undertakings (Protection of Employment) Regulations in business.

What does TUPE mean?

TUPE is a set of protective regulations that safeguard the rights of employees undergoing transfer. The regulations came into force in 1981, and remain the most important piece of legislation when dealing with employee transfer.

When does TUPE apply, and when does TUPE not apply?

TUPE applies when one of two types of transfer occur:

  • A business transfer
  • A service provision transfer

Business transfer: In this scenario, either your whole business or a section of your business will move to a new owner—or a merger will occur, creating a brand new employer.

Service provision transfer: In this scenario, TUPE law will apply if an internal service is outsourced, an outsourced service is given to a new contractor, or an outsourced service ends and is transferred in-house.

What is a TUPE transfer?

The TUPE process is as follows:

  1. The outgoing employer (the employer who is responsible for the transferring employee prior to the transfer) must inform and consult any affected staff.

The information you pass on should include when the transfer will take place, any implications for the employee, including redundancies or change of location, and specific measures that either you, or the incoming employer is going to take in respect of affected employees.

  1. The outgoing employer must provide information to the incoming employer.

Include written details of all employees involved in the transfer, give this information at least 28 days before the transfer.

  1. Both employers should ensure smooth running of day-to-day operations on the day of the transfer.

 Provide a welcome induction for new staff to help settle them into the business. If you are an outgoing employer, check in with your employees to ensure operations are continuing to run smoothly.

  1. Assess any issues raised post-transfer

If redundancies are required and all parties involved are adequately prepared thanks to steps 1, 2 and 3, consultations should go fairly smoothly. Re-assess whether redundancies are necessary once the transfer is complete. If a redundancy is no longer necessary, inform your employees and go through the proper consultation process.

How long does TUPE last after a transfer?

If you wish to renegotiate the terms and conditions of any new employees, you must wait one year before doing so. The new T&Cs must be no less favourable to the employee than their previous T&Cs. TUPE offers pay protection, unless explicitly outlined otherwise. TUPE upholds holiday entitlement carried over from previous employment as well, unless explicitly stated otherwise.

Employees may not want to work for a new employer, despite the protection afforded by TUPE; notice periods don’t apply in this case and the employment will terminate when the transfer occurs.

Expert Support

For all the ins and outs of TUPE, refer to the Acas TUPE guide.

For guidance on the 2014 amendments, see the updated TUPE Regulations 2014 guide

For expert support navigating the complicated issues that can arise from a TUPE transfer, speak to a Croner consultant on 0808 145 3382.

Free to Download Employer Resources

  • Adverse Weather Policy

    FREE DOWNLOAD

    Adverse Weather Policy

    Read more
  • Sample Data Protection Policy

    FREE DOWNLOAD

    Sample Data Protection Policy

    Read more
  • Pay Awards & Forecast (September 2018)

    FREE DOWNLOAD

    Pay Awards & Forecast (September 2018...

    Read Croner Reward's expert settlement and forecast report for September 2018

    Read more
  • Why You Might Need Mental Health First Aid…

    BLOG

    Why You Might Need Mental Health Firs...

    Bosses of 50 leading British businesses have called on Theresa May to make ‘ment...

    Read more
  • Step-by-step guide to incident reporting (RIDDOR)

    BLOG

    Step-by-step guide to incident report...

    Although organisations are continually taking steps to guarantee the health &...

    Read more
  • [Mythbuster] Christian Employees Can Refuse to Work over Christmas

    BLOG

    [Mythbuster] Christian Employees Can ...

    Christmas is first and foremost a Christian holiday. For this reason some employ...

    Read more
  • bemrose-school-derby

    CASE STUDY

    Bemrose School Derby

    “Having Croner-i saves us a lot of time and money, as we do not have to use cred

    Read more
  • wmtr

    CASE STUDY

    WMTR

    “I’d definitely recommend the Croner OnSite services and I have done already, I

    Read more
  • certikin

    CASE STUDY

    Certikin

    “Our Distribution Manager had a particularly technical query relating to respira

    Read more

Ready to focus on what you do best?

Get your free consultation and speak to an expert today.