Information and consultation

New and updated

• Type:

  FAQs

  What should the employer do where an employee representative for collective redundancy consultation purposes ceases to act as such?

• Type:

  FAQs

  Can an employer place restrictions on who can stand as a candidate in elections for collective redundancy consultation purposes?

• Type:

  FAQs

  How many employee representatives are necessary for informing and consulting on a TUPE transfer?

• Type:

  FAQs

  What should the employer do where an employee representative for informing and consulting on a TUPE transfer ceases to act as such?

• Type:

  FAQs

  Can an employer place restrictions on who can stand as a candidate in elections for informing and consulting on a TUPE transfer?

• Type:

  FAQs

  What duties do employee representatives elected for informing and consulting on a TUPE transfer have?

• Type:

  FAQs

  What happens if employees invited to elect representatives for informing and consulting on a TUPE transfer fail to do so?

• Type:

  Employment law cases

  Administration did not justify failure to consult collectively over redundancies

  The employer in this case fell into the classic trap of burying its head in the sand and failing to consult collectively with employees over the realistic possibility that its business might close and its workforce be made redundant.

• Type:

  FAQs

  What is the time period over which the employer must consult on a TUPE transfer?

• Type:

  FAQs

  Is an employer obliged to consult with employee representatives on a TUPE transfer?