FAQs

All items: TUPE

Does an employee need a minimum period of service to bring a claim of unfair dismissal when dismissed by reason of a TUPE transfer?
Under the TUPE legislation, where an employee has a bad attendance or disciplinary record, is the transferee obliged to accept the employee?
What happens if a client changes supplier due to complaints about the supplier's employees, but those employees transfer to the new supplier under TUPE?
Is an employer obliged to consult with employee representatives on a TUPE transfer?
What is the time period over which the employer must consult on a TUPE transfer?
What information should an employer give to the representatives of affected employees in a TUPE situation?
Can an employer harmonise the contracts of TUPE transferred employees with those of its existing workforce where the changes will be beneficial to them?
Do employers have to provide facilities to enable union representatives to carry out their union duties?
Where a transferee has no need for the employees transferred to it under TUPE, should the redundancy pool also include its existing employees?
Must a transferee check the immigration status of employees who transfer to it under TUPE or can it rely on the transferor's right to work checks?

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About this category

Frequently asked questions and answers on TUPE.