How Long Is TUPE Valid For? Employer Guide (2026)
Employers involved in business acquisitions, outsourcing arrangements or contract retenders often ask a practical question about the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): how long is TUPE valid for? Understanding the duration of TUPE protections is critical for organisations inheriting employees following a transfer, particularly where the incoming employer intends to restructure […]
Demoted at Work 2026? Your UK Legal Rights
Demoted means being moved by an employer to a job with lower responsibility, status or pay than the role previously held. In the workplace, demotion typically involves a reduction in seniority or authority, although in some cases the employee may remain on the same salary but perform duties at a lower level. While demotion can […]
TUPE Explained 2026: Employer Guide to Staff Transfers
The Transfer of Undertakings (Protection of Employment) Regulations 2006, commonly referred to as TUPE, form a key part of UK employment law. The regulations are designed to protect employees where a “relevant transfer” takes place, meaning either a business transfer or a service provision change, and the business or service they work for transfers to […]
When Does TUPE Not Apply?
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protect employees when the business or service they work for moves to a new employer. Where TUPE applies, employees assigned to the transferring business or service move automatically to the new employer with their existing employment rights preserved. This includes continuity of employment and most […]
Notice to Employees When Selling a Business (TUPE)
Selling a business involves multiple, complex obligations and considerations, including how you manage and support your workforce through the process. The following guide for employers examines the rules relating to employee rights on the asset sale of a company — including how much notice to give employees when selling a business, together with advice and […]
Fire and Rehire: 2026 Rules & Changes
Section A: Changes to Fire and Rehire under Employment Rights Act 2025 The Employment Rights Act 2025 establishes a new statutory framework for how dismissal and re-engagement will be assessed once the relevant provisions are brought into force. The Act has been passed, but the fire and rehire provisions are not yet in […]
Changing an Employment Contract 2026 | How It Works
A contract of employment is an agreement between an employer and an employee or worker that is legally binding. The contract may be negotiated orally or in writing, but it is advisable to have a written document in place, signed by both parties, stating the terms of the agreement, to reduce the risk of disputes […]
TUPE Meaning UK: What It Is & When It Applies 2026
Section A: What does TUPE mean in practice for an employer? For employers, TUPE is not simply a rule about preserving jobs. In practical terms, it is a legal mechanism that reallocates employment risk when a business, part of a business or a service changes hands. It determines whether employees move automatically to […]
Consultation and Change
Change in the workplace can be positive when it is managed lawfully and communicated clearly, but it can also lead to conflict if handled poorly. Employers should consult workers about proposed changes and understand the rights workers have when their roles, terms or working arrangements are affected. Effective consultation can improve working relationships, reduce resistance […]
Mergers & Acquisitions: Employment Considerations
Along with other critical areas of risk such as financial matters, tax and regulatory, employment and human resource factors should also be subject to due diligence in the early stages of any corporate transaction, such as mergers and acquisitions. Before any formal agreement is made, organisations should gain a comprehensive understanding of the obligations being […]