Course description
Overview
TUPE is a constantly changing area of law and can be complex. This course will help make sense of the regulations and how they operate in practice. It will review and assess the impact of the TUPE 2006 Regulations on both transactional matters and outsourcing, together with issues for individual employees and claimants. Throughout the course we highlight the impact of developing case law particularly in the area of service provision change.
Who is this for?
This course will be of benefit to Employment Lawyers, Commercial Lawyers, HR Directors, HR Managers and Operations Managers.
What will you learn?
- Describe the application and effect of TUPE to both business sales and outsourcing/contracting out of services.
- Identify the key criteria involved in determining whether TUPE applies
- Make an assessment of what transfers under TUPE and what steps a new employer needs to put into place
- Understand the right to object to a transfer and how this may be used strategically by employees
- Put together “Employee Liability Information”
- Set out the steps that need to be taken to inform and consult
- Evaluate and deal with post-transfer issues including contractual variations and redundancies
- Understand how TUPE applies to employers in insolvency
PSC Elective
This course may be taken as a PSC elective, although it may also be attended by non-trainees.
SRA Competence
B, COther related courses
Business Immigration
Employment Law An Introduction - Discrimination Law & Practice
Employment Law An Introduction - Rights & Obligations
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Upcoming start dates
Suitability - Who should attend?
This course will be of benefit to Employment Lawyers, Commercial Lawyers, HR Directors, HR Managers and Operations Managers.
Outcome / Qualification etc.
- Describe the application and effect of TUPE to both business sales and outsourcing/contracting out of services.
- Identify the key criteria involved in determining whether TUPE applies
- Make an assessment of what transfers under TUPE and what steps a new employer needs to put into place
- Understand the right to object to a transfer and how this may be used strategically by employees
- Put together “Employee Liability Information”
- Set out the steps that need to be taken to inform and consult
- Evaluate and deal with post-transfer issues including contractual variations and redundancies
- Understand how TUPE applies to employers in insolvency