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LGBT CONSORTIUM EMPLOYMENT WORKSHOP PROCEDURAL REQUIREMENTS AND CONSIDERATIONS IN CASES OF REDUNDANCY, MERGERS OR TAKING OVER EXISTING SERVICES OR CONTRACTS.

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Presentation on theme: "LGBT CONSORTIUM EMPLOYMENT WORKSHOP PROCEDURAL REQUIREMENTS AND CONSIDERATIONS IN CASES OF REDUNDANCY, MERGERS OR TAKING OVER EXISTING SERVICES OR CONTRACTS."— Presentation transcript:

1 LGBT CONSORTIUM EMPLOYMENT WORKSHOP PROCEDURAL REQUIREMENTS AND CONSIDERATIONS IN CASES OF REDUNDANCY, MERGERS OR TAKING OVER EXISTING SERVICES OR CONTRACTS

2 REDUNDANCY Definition The employer has ceased, or intends to cease, continuing the business, or the requirements for employers to carry out work of a specific type, or in a specific place, have ceased or diminished

3 REDUNDANCY Pool for selection Selection Criteria Consultation Suitable alternative employment

4 REDUNDANCY Right to be accompanied Right to appeal Redundancy pay Restructuring/Reorganisation

5 TUPE REGULATIONS The Transfer of Undertakings (Protection of Employment) Regulations 2006 Merger Service Provision Change Liability of transferee and of transferor

6 TUPE REGS Consultation and Notification Transferor obligation to provide information When is TUPE likely to apply? - Exceptions Employee does not wish to transfer

7 TUPE REGS AND ETO DEFENCE ECONOMIC A reason relating to the profitability or market performance of the new employers business TECHNICAL A reason relating to the nature of equipment or production processes which the new employer operates

8 ETO continued ORGANISATIONAL A reason relating to the management or organisational structure of the new employers business ETO reason must entail changes to the workforce

9 Prepared and delivered by Andy Harris I advise and represent on all aspects of employment law. Why not visit my website at to see the services I offer, which includes unlimited access to and telephone advice for a reasonable annual fee. Alternatively, I would be happy to discuss your requirements with you. You can contact me via the website or at


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