- ACAS
- Atypical workers
- Carer's leave
- collective consultation
- Contractors
- Discrimination
- Employment contracts
- Employment policies
- Employment Status
- Equal Pay
- Equality Act
- Ethnic pay gap reporting
- Family friendly rights
- Flexible working
- Gender pay gap reporting
- Grievance and Disciplinary
- Industrial action
- Legislation
- Legislative Changes
- Maternity Leave
- Menopause
- Redundancy and business reorganisation
- Sick Pay
- Termination
- TUPE/outsourcing
- Unfair dismissal
- Whistleblowing
- Zero-hours contracts
TUPE/outsourcing
Summer 2024 employment trends series: TUPE
EAT clarifies position on transfer of liability under TUPE
Does a share incentive scheme transfer under TUPE?
Government confirms changes to TUPE, the Working Time Regulations and holiday pay calculations
Employment legislation post-Brexit: what’s changing?
Contract workers and indirect discrimination – the importance of the right comparators!
Retained EU Law (Revocation and Reform) Bill 2022-23: what is the impact on employment law?
Share incentive plans and TUPE
The divisible employee: when services the employee performs are split between new contractors under TUPE
Beneficial contract changes made before TUPE transfer not enforceable
Does TUPE catch workers who aren't employees?
Yes, according to the decision in Dewhurst v Revisecatch & City Sprint. Employment Judge Joffe, sitting alone in the London Central Employment Tribunal, found that an individual who is not an employee but still falls into the category of 'worker' should be viewed as an 'employee' for the purposes of the Transfer of Undertakings (Protection of Employment) Regulations (TUPE). This means that such 'workers' are afforded the same rights and protections as 'employees' under TUPE.