Transfer of Undertakings

CIPD

How long?

  • 1 day
  • online

CIPD

Disclaimer

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Full disclaimer.

Who should attend

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

About the course

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.

Benefits

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.

Programme

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

Dismissals

  • 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.

Experts

Cas Carrington

Cas Carrington is an extremely experienced employment law advisor and tutor who is widely known for her lively and informal style of delivering complex employment law issues and concepts. Cas is also an employee relations expert and her straightforward approach to tackling employee relations and...

Kate Shepherd

Kate Shepherd is a charismatic employment lawyer who specialises in HR and employment law training. She is a qualified solicitor and practised employment law at a senior level within a leading practice in the Midlands. Kate represented Claimants and Respondents throughout the employment tribunal...

Transfer of Undertakings at CIPD

From  582 GBP$781

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Disclaimer

Coursalytics is an independent platform to find, compare, and book executive courses. Coursalytics is not endorsed by, sponsored by, or otherwise affiliated with any business school or university.

Full disclaimer.

Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.

We are happy to help you find a suitable online alternative.