ACAS Guidance on TUPE

Book your free initial call

"*" indicates required fields

Name*
Our 72 Hour Return Policy*
We endeavour to make an initial response to all enquiries within 24 hours but please be aware that on some occasions due to prior commitments or volume of calls we will not be able to respond in that time frame. We also operate a 72 hour return policy. This return policy means that if we have not responded with 72 hours of your initial enquiry we are unable to do so due to current workloads and we will destroy your data accordingly. This policy ensures you are not left waiting and have the certainty that your data is not compromised. In most instances however we are able to make contact within a 24 hour time frame. Please note our free initial advice service is available to clients at our total discretion and if your case is of a complex nature we may not be able to offer you a free consultation. However in these instances we will advise you what the charge would be for an initial fixed fee consultation.
This field is for validation purposes and should be left unchanged.

ACAS have issued guidance on the 2014 TUPE changes which is intended to assist to get to grips with the legal changes that came into effect on 31st January 2014. To many employers, TUPE presents as many challenging arguments as it does to lawyers. Despite it being in existence for many years now there are still employers to whom TUPE has no meaning and of which they had no awareness actually applied to their business transactions until it was too late. Others are more savvy, but just need some guidance to navigate them through the complex legal maze that is TUPE.

Over the past decade there has been a rise in the number of restructures and outsourcing has grown in popularity in both the private and public sectors. Such is the demand that Anne Sharp, ACAS’ Chief Executive has said that ACAS handled approximately 30,000 calls on the subject and their web guidance was viewed over 220,000 times. Certainly this mirrors our own experience in that we are seeing more enquiries around TUPE from both the employer and employee’s perspective.

Written by
Edward Aston
10th March 2014