TUPE Update: “Successor Employers”, Reinstatement Orders, Contractual VariationsPosted in : TUPE Updates on 30 October 2018
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
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More TUPE Updates
- TUPE Update: Automatically Unfair Dismissals; EU Acquired Rights Directive
- TUPE Update: Construction of an indemnity clause; Continuity of employment; Automatic unfair dismissal
- TUPE Update: Suspension of Activities; Scope of Regulation 3(5); Automatic Unfair Dismissal
- TUPE Update: Service Provision Change; Share Sale and Transfers South of the Border
- TUPE Update: Transnational Transfers; Personal Injury Liability; and SPC
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.