TUPE - MLP Law

TUPE

If you work in a business which is sold or replaced by a new service provider, you are protected by The Transfer of Undertakings (Protection of Employment) Regulations 2006, known as ‘TUPE’.

TUPE means your employment transfers to a new employer on your existing terms with your continuity of service intact. You are also entitled to be informed of any transfer and consulted with about its effects on your employment.

If your TUPE rights are breached you may be entitled to significant compensation.

Request a consultation with our expert Employment Law solicitors to discuss your TUPE rights and what to do if they are breached.

Request a consultation

We can advise you on your rights and ensure you are protected throughout the complex TUPE process. If your rights are breached, we can help you maximise the compensation you receive from your employer.

Our services include:

  • Advising you on your rights under TUPE, before, during and after the transfer of your employment to a new employer; 
  • Ensuring you are protected where your new employer proposes to make post-transfer changes; 
  • Maximising compensation if your rights are breached; and 
  • Representing you in TUPE-related Employment Tribunal claims. 

Our Approach

All of our highly experienced Employment Law solicitors are Legal 500 recommended leaders in their field, who provide jargon-free, commercial legal advice. We speak to you in plain English and provide specialist, practical and pro-active solutions for you.

We take the time to understand you and the challenges you face, enabling us to provide bespoke advice which is tailored to you.

Testimonial

“Firstly may I thank you for your excellent help and advice given in resolving this situation to an outcome that was far better than I had expected or hoped it would be!! Thank you once again for your excellent help you have given me to resolve this settlement to such a good outcome which is greatly appreciated!!”

-PH

FAQs

  1. What does TUPE stand for?

    TUPE is short hand for Transfer of Undertakings (Protection of Employees) and is governed by legislation. 

  2. Who is protected under TUPE?

    The purpose of TUPE is to protect employees if the business in which they are employed changes hands. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer. 

  3. What is protected under TUPE?

    Under TUPE, employee’s terms and conditions of employment are preserved after the transfer. 

  4. Can I refuse to transfer?

    In short, you can refuse to transfer, which means that you effectively resign and are not entitled to a redundancy payment. 

Speak to us to see
how we can help

0161 926 9969

Why choose the mlplaw team?

  • Unparalleled Expertise and Experience

We are vastly experienced, Legal-500 recommended Employment Tribunal experts who live and breathe Employment Law. From executive exits and tackling issues like unfair dismissal and discrimination to diving into the complexity of holiday pay – there is no Employment Law challenge we haven’t met head on. We provide empathetic and robust legal support to employees, helping them to achieve their successful outcomes.

  • Your case, your service

You are unique, as are the challenges you face. That’s why our approach is always tailored to you. We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs. Communication is key. We’re fluent in plain language and have no time for legal jargon. We believe in complete transparency and  proactivity, providing you with a clear path and fixed fees so you’re never caught off guard.

  • We keep your options open

The road to success isn’t a one-way street, and we’re here to keep your options open. We’re masters of alternative dispute resolution methods, such as mediation and negotiation, which are the keys to sidestepping the time, money, and stress of legal claims.

 


    Request a consultation

    Simply complete the form and a member of our team will be in touch




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