Changes to the Transfer of Undertakings (Protection of Employment) (TUPE) Regulations will apply to certain transfers starting from 1 July 2024.
These will primarily affect the consultation and communication process with staff during a transfer.
Last year, Parliament enacted these changes through the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 (SI 2023/1426).
What is TUPE?
The TUPE regulations are designed to protect employees when a business or service is transferred from one employer to another.
The main aim is to ensure that employees’ terms and conditions of employment are preserved, providing continuity of employment.
There are a few key steps in the TUPE process that must be considered:
Identification of a TUPE transfer: A TUPE transfer usually occurs when there is a transfer of an economic entity that retains its identity. This includes business transfers (e.g., mergers, sales -other than by share sale) and service provision changes (e.g. outsourcing, insourcing, or a change in service providers).
Employee information and consultation: The outgoing employer (transferor) is obliged to provide the incoming employer (transferee) with certain information about any affected employees and should ask the transferee employer to identify any ‘measures’ it envisages taking. This includes providing information on the reasons for the transfer, the legal, economic, and social implications for employees, and any measures envisaged in relation to the employees (e.g. redundancies / changes in terms and conditions – where permitted -see below). It is important to note here that the word ‘measures’ is interpreted widely and this obligation is therefore broad. Once the transferor employer has the transferee’s measures statement it is then obliged to consult with its employees about these proposed changes, and can also permit the transferee(incoming) employer to consult its employees pre-transfer.
Provision of employee liability information: The transferor must provide the transferee with written details of the transferring employees’ terms and conditions, employment particulars, disciplinary records, grievances, claims, and collective agreements at least 28 days before the transfer.
Protection of terms and conditions: Employees transfer to the new employer on their existing terms and conditions of employment. This includes preserving their continuity of employment and any collective agreements in place. The new employer cannot usually change these contractual terms simply because of the transfer.
Automatic transfer: Employees automatically transfer to the new employer on the transfer date. Their employment is continuous, and they should not be dismissed or have their terms and conditions changed unfavourably because of the transfer.
Dismissals and changes to terms: Dismissals directly related to the transfer (whether immediately before or after the transfer) are automatically unfair unless there is an economic, technical, or organisational (ETO) reason entailing changes in the workforce. Similarly, any changes to terms and conditions must be agreed upon and cannot be solely because of the transfer unless there is an ETO reason entailing a change in the workforce. Otherwise, any changes to an affected employee’s detriment are potentially void (even if accompanied by other more favourable terms which are accepted). Therefore, a transferee employer cannot easily change the terms and conditions of any transferring staff to harmonise with the terms their existing employees are on.
What is changing?
The new regulations provide employers with more flexibility to consult directly with employees, rather than through representatives, in the following situations:
- The organisation employs fewer than 50 employees.
- The transfer involves fewer than 10 employees (regardless of the organisation’s size) and takes place on or after 1 July 2024.
In these cases, direct consultation is permitted only where there are no existing employee representatives (e.g. an employee forum or recognised trade unio) where the employer would otherwise have to facilitate the affected employees electing representatives for the purpose of TUPE consultation Employers still have the option to consult with an employee representative if preferred.
These new Regulatios will apply to TUPE transfers occurring on or after 1 July 2024.
However, TUPE transfers not meeting these criteria must continue to involve employee representatives in consultations.
Proper planning and compliance will ensure a smooth transition under the new regulations, so please get in touch.