I said 'TUPE, not toupee'
This can be a real headache for employers where they have “inherited” employees following a transfer of an undertaking under the TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006. It is quite well known that if TUPE applies to a transfer then if the Transferor (let’s call it NewCo for ease if not originality) dismisses an employee from the transferee (OldCo) for a reason connected with the transfer, the dismissal will be automatically unfair, unless NewCo can show that an “economic, technical or organisational” reason applied entailing changes in the workforce. TUPE has the effect of transferring all employment contracts and rights from OldCo to NewCo.
In a bit of a departure from normal practice here I am uploading a copy of a presentation I gave at the City Business Library today. It may be a bit cryptic if you weren’t there to hear it and please contact me if you require further assistance or explanation. You can find it at my Slideshare site, which is here;
http://www.slideshare.net/michaelscutt/contracts-of-employment-201009f
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I spent a good part of yesterday evening preparing a seminar that I have been asked to give at the City Business Library on 20th October next. The topic handed to me is the title to this post: “Contracts of Employment: what you need to know”, to cover one hour. The seminar is aimed at new businesses looking to take on staff for the first time. At first glance I thought it would be an easy topic, one I am very familiar with, nothing too controversial and plenty of time for discussion afterwards. Then, on my way in to work this morning, tapping out a skeleton presentation in Powerpoint on the trusty laptop, I realised just what I have let myself in for.
This is a preview of
Contracts of Employment: what you need to know
.
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