Request a Callback
If your employer is changing due to a sale, merger, or outsourcing, TUPE regulations may apply. We’re here to help you understand your rights – and what to do next. _________________________________________________________________________
If your employer is being taken over, merging, or handing services to a new provider, your job might be protected under the TUPE regulations. TUPE stands for the Transfer of Undertakings (Protection of Employment), and it’s there to make sure your terms and conditions don’t just disappear when a new company takes over.
But while your rights should transfer automatically, the process doesn’t always feel that simple. If you’ve been left in the dark, pressured to accept new terms, or worried about your job security, it’s worth speaking to a solicitor early.
TUPE can be a difficult area of employment law – but we’ll keep things simple. Our solicitors have experience advising both employees and employers through business transfers, service provider changes, and outsourcing arrangements.
We can support you with:
TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006. These rules protect employees when a business – or part of it – moves to a new employer. If TUPE applies, your contract transfers automatically and your rights remain protected.
You shouldn’t lose pay, benefits, or continuity of service just because the business has changed hands.
TUPE applies in two main scenarios:
It won’t apply in every case (for example, when only shares are sold, not the business itself) – but if your role is changing as part of a wider transfer, it’s worth checking where you stand.
Employers must also consult with employees in advance, especially about any planned changes to working practices, pay, or conditions. If this consultation doesn’t happen, or you’re left confused or misinformed, that could be grounds for a claim.
Even when TUPE applies, the process must still be fair. You might have grounds to challenge it if:
Some employers push for “harmonisation” – aligning transferred employees with their current workforce. If this means losing holiday, pay, bonuses or other benefits, and you’re being pressured to accept, that’s not necessarily legal.
In some cases, employers may even try to dismiss and rehire on new terms. This could breach TUPE regulations, and legal advice should be taken straight away.
You don’t have to wait until problems arise. If your employer has announced a transfer – or you’ve already been moved across – it’s worth speaking to a solicitor early on. We’ll help you understand:
At GloverPriest, we understand how unsettling it can be when your job changes hands. That’s why we take the time to explain things clearly, listen to your concerns, and guide you through the process.
When you work with us, you can expect:
If you’re facing a business transfer and aren’t sure how it affects your rights, we’re here to help. Our solicitors will walk you through it and make sure you’re treated fairly every step of the way.
Get in touch today for clear advice, practical support, and a conversation that puts you first