FAQs

All items: TUPE

Is there any obligation on employers to increase the holiday entitlement of TUPE-transferred staff to match that of their existing workforce?
Where the transferor paid a particular mileage rate to transferred employees, is the transferee obliged to continue to pay them at this rate even though it is higher than its normal rate?
The duty to consult in a TUPE situation arises where an employer envisages taking measures in relation to affected employees, but what sort of measures would this cover?
If an employee in a TUPE situation refuses to transfer, to which employer should they submit their resignation?
If an employee in a TUPE situation refuses to transfer, will they be entitled to a redundancy payment?
In a TUPE situation which employer is the "transferee" and which the "transferor"?
Where employees are TUPE transferred does their continuous service start from the date of the transfer or from the start of employment with the transferor?
What is the purpose of any consultations that take place on a TUPE transfer?
What happens if the transferor or transferee fails to consult or inform adequately on a TUPE transfer?
Would any collective bargaining agreements be carried over to the transferee on a TUPE transfer?

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About this category

Frequently asked questions and answers on TUPE.