Updated to reflect that the maximum protective award for failure to consult collectively doubles from 6 April 2026, under the Employment Rights Act 2025. The collective consultation duty can apply when an employer proposes to dismiss and re-engage employees to change their contract terms.
Practical guidance on the restrictions on harmonising contractual terms and conditions following a TUPE transfer, including economic, technical and organisational (ETO) reasons for variation, and the potential impact of restructures.
Updated to reflect that terms about probationary periods must be included in the written statement of employment particulars, effective from 6 April 2020.