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Transfer of Undertakings

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Next dates

May 14
London, United Kingdom
GBP 545 ≈USD 708
GBP 545 per day
Jul 5
London, United Kingdom
GBP 545 ≈USD 708
GBP 545 per day
Sep 17
London, United Kingdom
GBP 545 ≈USD 708
GBP 545 per day


Understand the legal framework of TUPE and develop your knowledge of how it operates in practice.

The Transfer of Undertakings can be a challenging area of employment law to interpret, and with far reaching implications for many businesses. This practical one day course guides you through the law governing business transfers, the HR context to TUPE and its significance to contracting-out. It provides clarification on the key issues of TUPE and examines the impact of the 2006 regulations.


By the end of the TUPE: Transfer of Undertakings course, you'll be able to:

  • understand the various stages of a business transfer
  • be able to interpret the requirements of the TUPE regulations
  • understand employee rights and employer obligations
  • know how to apply these principles to your own organisation.


When does TUPE apply?

  • The TUPE Regulations 2006
    • The Collective Redundancies and Transfer of Undertakings (Protection of Employment)(Amendment) Regulations 2013
    • Distinguishing between share acquisition and business transfers
    • Relevant factors to be taken into account
    • Recent cases

Service provision changes

  • Definition
  • Organised grouping of employees

Who is covered?

  • Who transfers by TUPE
  • Individuals employed by third parties
  • The right to object to a transfer
  • Practical considerations

What is transferred?

  • Rights and liabilities that transfer
  • Liabilities that do not transfer
  • Bonuses and other benefits
  • Restrictive covenants
  • Rules for occupational pension schemes

The duty to inform and consult appropriate representatives

  • Key TUPE provisions on collective rights
  • Information to be provided
  • Timing and practical considerations
  • Identifying ‘measures’ which are envisaged
  • Employee representatives
  • What does consultation involve?
  • The remedy for failure to inform and consult


  • Legal implications
  • Automatically unfair dismissal
  • Constructive dismissal
  • The ETO defence
  • Practical considerations

Changing terms and conditions

  • Legal implications
  • ETO reasons
  • Practical considerations

Managing the change process – communication and the media.

Programme is subject to change pending new developments.

Who should attend

HR managers and line managers responsible for employment law issues within their organisation. No prior knowledge of the law relating to TUPE is required.

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