Since the vote to leave the EU, it is likely that employers have been pondering the potential implications for UK employment law. If they haven’t already, their thoughts will inevitably turn to TUPE, one of our most established pieces of domestic regulation implementing European obligations.
Anyone who has come into contact with TUPE will appreciate that its implementation is far from straightforward. When trying to argue that TUPE doesn’t apply during a transfer, or that some employees are not included, it would be best to take detailed advice on the particular circumstances. It is important to identify some of the main principles behind TUPE and consider the practical implications of recent cases.
Read the full article in Pay & Benefits.
This publication is intended for general guidance and represents our understanding of the relevant law and practice as at September 2016. Specific advice should be sought for specific cases. For more information see our terms & conditions.