[bcPortal width=”500″ height=”332″ videoid=”3202674099001″ publisherid=”1305141091″ playerid=”1620600503001″]
Significant changes to the TUPE framework are coming into effect on 31 January 2014. In a new webinar, employment law trainer and XpertHR contributing author Darren Newman sets out the state of play in respect of TUPE and looks at how the Regulations are changing.
- Amendments to the effect of collective agreements post transfer.
- The inclusion of “a change in location” in the definition of an “economic, technical or organisational reason entailing changes in the workforce” for the purpose of the dismissal of an employee or a variation of contract.
- New rules allowing employers to use pre-transfer consultation with transferring employees as part of their obligation to inform and consult in a redundancy exercise, provided that certain conditions are met.
- The extension of the time period for the transferor to provide employee liability information to the transferee to not less than 28 days before the transfer.
- Micro businesses (organisations with fewer than 10 employees) being able to inform and consult directly with affected employees in certain cases.
- The amendment of the definition of a service provision change, to provide that the activities carried on after the change must be fundamentally the same as those carried on before the change.
Hosted by Personnel Today editor Rob Moss, this free 60-minute webinar, in association with XpertHR, includes a live Q&A session, allowing you the chance to ask Darren Newman your questions about TUPE.