Reorganisation and TUPE (Employees)

There are a number of situations where Employees can suddenly find that the identity of their employer is changing. This can happen for example when your original employer sells their business or part of their business, or where a major contract is transferred.

In cases such as this many of your basic terms and conditions of employment may still be protected by The Transfer of Undertakings (Protection of Employment) Regulations, or TUPE.

When a transfer of employment takes place, a proper consultation should take place which gives employees the right to information about the transfer, including when it will happen, the reason for it, the legal, economic or social implications, and whether any new measures are likely to be introduced by the new employer in relation to their employees.

Any major changes to fundamental terms of employment, such as pay and hours of work by a new employer may constitute a breach of contract, meaning that transferred employees could claim constructive unfair dismissal.

Also any dismissals which take place either before or after the transfer may be automatically unfair unless correct procedures have been followed.

Attwaters Jameson Hill’s high quality Employment Law Solicitors are experienced in giving advice to employees if a dispute arises around TUPE, or if Employment Tribunal  proceedings result.

We can draft all the paperwork needed to take a claim through the system and we can appear at the hearing itself.

We offer a range of fee structures to suit our clients’ needs, depending upon the nature each case.

Attwaters Jameson Hill’s dedication to outstanding client service, combined with our considerable expertise in Employment Law, means we offer exceptional value for money for Employees seeking professional advice.