We reported in our blog of 31 January 2014 that amendments to the TUPE Regulations had been made by the Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014.
The changes included, amongst other things, provisions to allow collective redundancy consultation to take place prior to a transfer with the seller’s consent; changes to the period in which employers’ liability information should be submitted; and provisions that make it easier for buyers change transferring employees’ terms and conditions of employment following a transfer.
Today, however, members of the Labour Party have filed an Early Day Motion for the annulment of the Regulations. The motion is unlikely to succeed but we will keep you updated on any developments.
If you would like further information on the new TUPE regulations and how they may affect your business then please contact Laurence O’Neill on 01483 215 355 or email [email protected]
Although correct at the time of publication, the contents of this newsletter/blog are intended for general information purposes only and shall not be deemed to be, or constitute, legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article. Please contact us for the latest legal position.