We understand how quickly the deceptively simple principle behind TUPE – the automatic transfer of contracts of employment – can spiral into complexity when it comes to applying it in the real world.
Our specialist employment team has particular expertise in advising public, private and third sector organisations on the TUPE and pensions issues which arise from such arrangements.
We acknowledge how difficult it can be at times to reconcile the strict requirements of TUPE to arrive at a common-sense outcome. We provide pragmatic solutions and work with the wider project team to draw up straightforward documentation with which clients feel comfortable.
We also provide general advice on the TUPE process and on compliance with pension requirements and have specialist knowledge of the LGPS and central government pension schemes.
24 February 2025
The Right Honourable Liz Saville Roberts of Plaid Cymru believes that harassment in the workplace should be deemed a breach and has proposed a private members bill to amend the Health and Safety at Work etc Act 1974 to impose further requirements on employers to take proactive steps to prevent violence and harassment in the…
Read more24 January 2025
Many commentators have focused on extensive proposals to improve employee rights within The Employment Rights Bill (the Bill). However, tucked away in the Bill are a number of proposals that may not be as publicly provocative but nevertheless are going to have an impact on public sector employers. Currently, the TUPE regulations act to “lift…
Read more6 January 2025
Under section 47(B) Employment Rights Act, workers have legal protection from being subject to a detriment or dismissed because they have made specific disclosures of wrongdoing (whistleblowers) Until this case, the term ‘worker’ included all individuals paid for their service to the organisation but excluded volunteers and self-employed contractors. Case background During his time as…
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