Restructuring
Changing the organisational structure, whether through restructuring, reorganising, downsizing or streamlining operations, is inevitably a complex process, involving considerable legal risk. Where the change involves reduction of headcount, changes in organisational roles or redundancy, employers have to ensure they are following the correct legal procedures and meeting employees’ rights. Taking specialist advice from the outset […]
TUPE Q and A for Employees: Employer Guide
The Transfer of Undertakings (Protection of Employment) Regulations 2006, or ‘TUPE regulations’, ensure that employees are not unfairly disadvantaged when their employment is transferred to a new employer. Under TUPE, the employment contracts of transferring employees, including all rights and obligations, must be preserved by the incoming employer, and both the outgoing and incoming employers […]
When Does TUPE Apply? An Employer’s Guide
The Transfer of Undertakings (Protection of Employment) Regulations (TUPE) 2006 are notoriously onerous on employers. However, TUPE only applies to certain types of business transactions and transfers. As such, employers will need to determine if a transaction is covered by TUPE before proceeding with the transfer, as this will shape both affected employees’ rights and […]
Mergers, Acquisitions & TUPE
Successful business transfers rely on effective HR due diligence, integration planning and employee engagement. We advise on the human aspects of corporate transactions. The HR elements of change initiatives such as mergers, acquisitions and other TUPE relevant transfers can often fall behind financial and regulatory concerns. But there is growing recognition that sustainable post-transfer success […]
Can You Change a Contract After TUPE?
Under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), employees’ terms and conditions of employment are protected when a business or service is transferred to a new employer. Following a transfer, employers cannot make changes to employment contracts if the sole or main reason for the change is the transfer itself. Any changes made […]
ETO Reasons & TUPE: Making Workforce Changes
The ETO reason under TUPE refers to an Economic, Technical, or Organisational reason that can justify changes to employees’ roles or redundancies during or after a transfer of undertakings. TUPE, or the Transfer of Undertakings (Protection of Employment) Regulations, is designed to protect employees’ terms and conditions when their employment transfers to a new employer […]
Team Relocations: Guide for Employers
Team relocations involve moving a group of employees to a new workplace location, either permanently or temporarily. Such moves may be driven by business needs, such as reducing costs, accessing new markets or consolidating operations. While relocations can offer benefits for organisations, they also present challenges for both employers and employees. As such, you will […]
TUPE Redundancy Guide for UK Employers 2025
When businesses undergo a transfer, such as a merger, acquisition, or outsourcing, the Transfer of Undertakings (Protection of Employment) regulations, commonly known as TUPE, take effect with the aim of protecting employees’ rights. This means that, in most cases, employees should not see any changes to their contracts, pay, or benefits as a result of […]
Relocation Policy Guide for Employers
A relocation policy outlines the support and guidelines provided by employers when employees are required to move to a new location for work. Relocation may occur due to business expansion, role changes, or the closure or relocation of existing offices. Handled badly, a workplace relocation has the potential to create legal risk, impact morale and […]
Change of Employment Contract: Key Guidelines
A change of employment contract terms can present legal risk for employers and can raise significant concerns with affected employees. In this guide for employers, we explain the legal position on varying contract terms and how to approach any such change with individuals to reduce potential for complaints and negative impact on working relations and […]