Whilst the aim of TUPE (the Transfer of Undertakings (Protection of Employment) Regulations) is to try and ensure that there is no change to you as an employee (including your terms and conditions) after a business sale, that might not always be the case in reality. In any event, it can be a very uncertain and stressful time.

How Does It Impact On Me?

As an employee you should be given certain information about the sale. There may even be a need for consultation (up to 13 weeks’ gross pay might be payable if they do not).

As mentioned, the aim of TUPE is for you to transfer automatically from one business to the other with the same terms and conditions as before. If there is a failure to consult and/or there are any changes, then you might be able to object to the transfer (we can advise further) and/or bring claims to an employment Tribunal.

What Next? How Can We Help You?

TUPE is very complex for both employers and employees.  We can offer guidance on whether TUPE applies and, if so, how you should be treated during the sale and afterwards. Please get in touch for more guidance from your employment solicitor nearby, covering Guildford, Godalming, Woking & Surrey.

If you are an employer or business needing employment law advice please see here.

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