What do we already know? In our January Newsletter Government reforms (1): TUPE changes we updated you that on 31 July 2014 an exemption from the requirement to elect employee representatives would be introduced for employers with fewer than 10 employees. What’s new? From 31 July 2014micro-businesses (fewer than 10 employees) are able to directly…
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Summary: From 1 May 2014 the deadline for notification of employee liability information under TUPE is increasing to 28 days. This amendment only applies to transfers that take place on or after 1 May 2014. Facts: This means that the transferor employer will be obliged to provide the transferee with its employee liability information not…
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Following the recent changes to TUPE (see Government reforms (1): TUPE changes), ACAS has published a short guide to assist employers who are dealing with TUPE transfers. The guide summarises the new rules which came into force on 31 January 2014 and provides illustrative examples of how some of the changes will apply. ACAS is…
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In addition to publishing the final amending regulations (see above), the Government has also published formal Guidance on its changes to TUPE, available here. The Guidance explains the application of TUPE (and the recent amendments) generally for the benefit of employers, employees and their representatives.  However, as usual, the Government points out that it is…
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What do we already know? The Government is making changes to the existing TUPE Regulations and to the connected rules on collective redundancy consultation.  The changes are aimed at simplifying the TUPE Regulations, removing ‘unfair’ legal risks faced by organisations and reducing the bureaucracy of a transfer. We discussed the detail of these changes in…
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We updated you in our September 2013 Newsletter Government reforms (1): TUPE changes that the Government had published its Response to its Consultation on changes to the TUPE regulations, including proposals for future amendments.  The Government has now published draft regulations (the Amending Regulations) to implement those proposed amendments. The Amending Regulations can be accessed…
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As we let you know in our Newsflash TUPE Changes earlier in September, we now have the Government’s plans for changes to TUPE in the form of its Response to Consultation. The changes are intended to simplify the TUPE Regulations, remove ‘unfair’ legal risks faced by organisations and (apparently) to reduce the bureaucracy of a…
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The Government’s eagerly awaited Response to its Consultation on future changes to TUPE is finally here. The changes are intended to simplify the TUPE Regulations, remove ‘unfair’ legal risks faced by organisations and reduce the bureaucracy of a transfer. However, the Response does not include the new draft Regulations, nor an expected implementation date (although…
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It continues to be a busy year for HR/employment law changes and, in order to keep us up to date, the Government has published Employment law 2013: progress on reform, available here. This reviews the steps that have been taken since the start of its employment law review and sets out a timetable for the next…
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On 17 January 2013, the Government published a statement outlining the next steps in its employment law reform agenda. The reform package consists of the following changes and proposals: Confirmed changes: Settlement Agreements and Compensatory Award Last September the Government launched its consultation Ending the Employment Relationship which (i) put forward proposals to reduce the…
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