Blog archive

Regulation 13 of TUPE requires that both transferor and transferee must inform and, if necessary, consult appropriate representatives of its own employees affected by the transfer in advance of the transfer date...

The EAT has recently explored what happens when an appeal against a non TUPE-related dismissal is outstanding at the date of the relevant transfer. The following points emerge from Bangura v Southern Cross Healthcare...

Where there is a relevant transfer under TUPE, a transferor is obliged to inform and, in certain circumstances, consult with appropriate representatives of “affected employees”.  Failure to do so can result in claims for protective award of up to 13 weeks pay per affected employee... 

In Liddell's Coaches v Cook, the EAT has explored how you assess whether TUPE applies to contracts of short-term duration...

It was widely assumed that the Packman decision had cleared up any remaining uncertainty about whether imposing a reduction in hours could give rise to an obligation to make a statutory redundancy payment...

Ignorance is rarely a good thing, but it does have compensations when defending claims for failure to make reasonable adjustments. Wilcox v Birmingham CAB was about a debt adviser who suffered from agoraphobia...

Equal pay remains very much in the news with key developments in case law; the Equality and Human Rights Commission's triennial report; the introduction of the Equality Act 2010 and the release of the British film "Made in Dagenham"...

In Wang v University of Keele the EAT has confirmed that a notice of dismissal does not normally take effect until the day after it is received. This rule applies whether the communication of the notice is oral or by e-mail, letter or text...

In the Albron Catering case, involving the sale of Heineken’s in-house catering division, the European Court of Justice has applied a wide interpretation of the Acquired Rights Directive, the EU parent of our Transfer of Undertakings Regulations (TUPE)...

With only two weeks to go before the core provisions of the Equality Act 2010 come into force, employers need to review their practices and policies to ensure they comply with its provisions...