TUPE Update: “Successor Employers”, Reinstatement Orders, Contractual Variations

Posted in : TUPE Updates on 30 October 2018
Dr John McMullen
Spencer West LLP
Issues covered:

We review two recent cases in this issue. The first deals with whether, after a service provision change TUPE transfer, a new employer is liable, as a “successor” employer, to be the subject of a re-employment order in respect of a former, unfairly dismissed, employee of the old employer. The second concerns a decision by the GB EAT that a variation by a transferee to employees’ entitlements to outmoded travel allowances was not by reason of a prior TUPE transfer and so was not invalid.

Service provision change and whether a new service provider was a “successor” employer for the purposes of a reinstatement or re-engagement order

In Dafiaghor-Olomu v (1) Community Integrated Care (2)

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This article is correct at 30/10/2018

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Dr John McMullen
Spencer West LLP

The main content of this article was provided by Dr John McMullen. Contact telephone number is 07769299610 or email drjohn.mcmullen@spencer-west.com

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