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Not being properly informed or consulted about a transfer of an "undertaking" under TUPE, may entitle you to make a claim within three months of transfer. If the failure is upheld you could be entitled to an automatic award of up to 13 weeks' pay.
An Introduction Call is a 15 minute free initial advice opportunity where you can ask any urgent questions and receive free advice.
Not being properly informed or consulted about a transfer of an "undertaking" under TUPE, may entitle you to make a claim within three months of transfer. If the failure is upheld you could be entitled to an automatic award of up to 13 weeks' pay.
An Introduction Call is a 15 minute free initial advice opportunity where you can ask any urgent questions and receive free advice.
If your employer is taken over by another company, your terms and conditions will automatically transfer to the new employer on the same terms and conditions of employment. This is guaranteed by a piece of law known as TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006)
The employer cannot avoid their responsibilities under TUPE by dismissing you before the transfer as the Tribunal would deem such action as automatically unfair.
Information And Consultation
Your employer is required under TUPE to provide information to and, consult your employee "representative", who might be either a trade union representatives or otherwise someone who is selected as an elected representative.
If you have not been properly informed or consulted about a transfer of an "undertaking" under TUPE you can make a claim within three months of transfer. If the failure is upheld you might be entitled to an automatic award of up to 13 weeks' pay.
You will need expert advice about TUPE if you consider that your employment is likely to be effected under TUPE.
It provides a clean amicable break between both parties, a sum of money to help with moving on and a job reference.
Employment Law is complex, therefore having a solicitor to help guide you through the process as smoothly as possible.
Usually the claim will need to be made within 3 months of the "effective date of termination"
You can’t be made redundant because you are pregnant. However if other redundancys are made and you are selected for reasons not regarding your pregnancy you can be made redundant.
It can be less formal than court and is a way to settle employment disputes.
You are entitled to a Contract of Employment from your first day of Employment.
Your employment contract does not have to set out your rights to maternity/paternity leave.
If your employer is taken over by another company, your terms and conditions will automatically transfer to the new employer on the same terms and conditions of employment. This is guaranteed by a piece of law known as TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006)
The employer cannot avoid their responsibilities under TUPE by dismissing you before the transfer as the Tribunal would deem such action as automatically unfair.
Information And Consultation
Your employer is required under TUPE to provide information to and, consult your employee "representative", who might be either a trade union representatives or otherwise someone who is selected as an elected representative.
If you have not been properly informed or consulted about a transfer of an "undertaking" under TUPE you can make a claim within three months of transfer. If the failure is upheld you might be entitled to an automatic award of up to 13 weeks' pay.
You will need expert advice about TUPE if you consider that your employment is likely to be effected under TUPE.
It provides a clean amicable break between both parties, a sum of money to help with moving on and a job reference.
Employment Law is complex, therefore having a solicitor to help guide you through the process as smoothly as possible.
Usually the claim will need to be made within 3 months of the "effective date of termination"
You can’t be made redundant because you are pregnant. However if other redundancys are made and you are selected for reasons not regarding your pregnancy you can be made redundant.
It can be less formal than court and is a way to settle employment disputes.
You are entitled to a Contract of Employment from your first day of Employment.
Your employment contract does not have to set out your rights to maternity/paternity leave.
If you're facing an imminent problem, a member of our experienced team are on hand to provide professional support and jargon-free advice. Don't be frightened to contact us because of expensive solicitor fees, all initial enquiries are completely free of charge. Get in touch with us today and we can take some of the weight off your shoulders.
If you're facing an imminent problem, a member of our experienced team are on hand to provide professional support and jargon-free advice. Don't be frightened to contact us because of expensive solicitor fees, all initial enquiries are completely free of charge. Get in touch with us today and we can take some of the weight off your shoulders.
We have a 4.7 review rating from over 100 reviews
Our team of experts have over 30 years experience
We do our best for each and every client giving us a 96% success rate
We are proud to be the highest rated solicitors in Solihull
Privacy Notice: This form collects personal information (name, company name, email & telephone number). The data will be securely added to our database to ensure we are able to process your request.
We have a 4.7 review rating from over 90 reviews
We do our best for each and every client giving us a 96% success rate
Our team of experts have over 30 years experience
We are proud to be the highest rated solicitors in Solihull
Privacy Notice: This form collects personal information (name, company name, email & telephone number). The data will be securely added to our database to ensure we are able to process your request.
We have been rated as one of the 3 Best Rated Solicitors in the best business awards for 3 years running.
LEGAL
Ellis Hass & Co Solicitors is a trading name of Ellis Hass Ltd, a company registered in England and Wales under Company Number 8953244, Authorised and regulated by The Solicitors Regulation Authority. Registration Number 612905. VAT Number 754058819.
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Ellis Hass & Co Solicitors
Avon House
435 Stratford Road
Shirley, Solihull
B90 4AA
Ellis Hass & Co Solicitors
5 Chancery Lane
London
WC2A 1LG
Ellis Hass & Co Solicitors
The Colmore Building
20 Colmore Circus
Birmingham,
B4 6AT
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