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Employers are not always aware of information and consultation obligations when considering a TUPE transfer. In some circumstances, thought is not even given as to how to assess whether or not an employee should transfer under TUPE and whether they are part of an organised group engaged in providing activities immediately before the transfer takes place.

We have significant experience in supporting employees when faced with a TUPE transfer and deciding on suitable options including the right to object to a transfer.

We can also provide guidance on maintaining original terms and conditions and discuss what rights (if any) the employer has to vary contracts or harmonise terms after the transfer.


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