TUPE Update: “Successor Employers”, Reinstatement Orders, Contractual Variations
Posted in : TUPE Updates on 30 October 2018
Dr John McMullen
Spencer West LLP
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
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More TUPE Updates
- TUPE Update August 2021 – Debts Upon Transfer and Identity of Employer
- Variations in Terms and Conditions Following the Transfer of an Undertaking
- Brexit and European Court Case Law on Transfers: EU Retained Case Law: How Will It Work?
- TUPE and Restrictive Covenants - Update from Dr John McMullen October 2020
- TUPE Update from Dr John McMullen July 2020
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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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