The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 (CRATUPEAR) are more commonly known as TUPE.
TUPE occurs when the work you do either transfers out of or into the council. The purpose of TUPE is to protect your employment rights during the transfer between organisations. The same regulations apply to all organisations.
If you’re involved in a TUPE transfer, the new employer takes over nearly all rights and obligations of the employment contract, including:
- employment terms and conditions
- continuity of employment
- employment liabilities
- special arrangements for pensions.
Take a look at the employment contracts page for the general terms and conditions of employment.
1. Meeting with your current employer
You’ll be invited to a meeting where the initial proposals will be shared with you. This will be the start of a consultation period and during this time you’ll be encouraged to put forward any suggestions you have to influence the proposals. The suggestions will be considered and you’ll receive feedback on them.
2. Meeting with your current and new employer
During the consultation period any proposals to change your terms and conditions will be shared with you. It is likely that during this time you will have an opportunity to meet representatives from the organisation that you’ll be transferring to. At the end of the consultation period the final proposals will be shared with you including when they’ll come into effect. Please see the TUPE FAQs (PDF, 185KB) for more information.
3. Transfer to the new employer
You’ll transfer to your new employer with your existing terms and conditions (except any changes agreed during consultation) and with your existing continuity of employment.