Under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), where a relevant transfer of an undertaking takes place, those employees who are employed by the transferor employer, e.g. the seller of the business, immediately before the transfer automatically become the employees of the transferee employer, e.g. the buyer of the business, from the time of the relevant transfer, on the same terms and conditions of employment that they previously enjoyed with the transferor employer. The exception is that special rules apply to the transfer of occupational pension scheme rights.
The law imposes far-reaching obligations on employers to inform and consult with appropriate representatives about proposed TUPE transfers. Use our Invitation to Nominate as Employee Representative in TUPE Situations where you are the transferor employer, to invite affected employees to nominate employee representatives where there is no recognised trade union and no current employee representatives who have authority to act for this purpose, as part of your obligations to comply with the information and consultation rules. Affected employees will be any employees who may be affected by the transfer or by measures taken in connection with it. Micro-businesses with fewer than ten staff are permitted to inform and consult with their employees directly where there is no existing recognised trade union or employee representatives.
The statutory election rules provide:
Our letter covers all this information and allows you to propose how many representatives there will be and whether they will represent the interests of all affected employees or whether they will be divided up by department/location.