Collective redundancies and transfer of undertakings in the UK – what has change

January 3, 2014

On 31 January 2014 changes were made to the UK legislation which implements the European Acquired Rights and Collective Redundancies Directives.

The new Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 (unattractively shortened to CRATUPEAR) state:

Commentary

The changes are sensible and some of the changes (such as joint consultation and consulting directly with employees) reflect the commercial situation followed by many employers to date.  For many practitioners and businesses the changes do not go far enough and they are a watered-down version of the original proposals.

It is therefore unusual that the leader of the UK’s opposition party/ the Labour Party has supported a parliamentary motion to repeal CRATUPEAR in its entirety.

Whilst the motion (called an ‘Early Day Motion’) is rarely successful it gives us an indication of the Labour party’s view on the new law and the consequences if Labour wins next year’s general election.  With three former employment lawyers currently in the Labour party cabinet, the UK may see major changes afoot if the political landscape changes in 2015.

Resources

Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014

Futher information

For further information or to discuss the issues raised, please contact Emma Clark or David Widdowson on +44 20 3051 5711 at Abbiss Cadres LLP – www.abbisscadres.com.

Disclaimer

Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this article. For further legal information click here.

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CELIA Alliance members are identified here. Members of the CELIA Alliance are each independent law firms and do not practice law jointly with any other member of the CELIA Alliance. “CELIA Alliance” and “CELIA” are not trading names. For more information about the CELIA Alliance click here.

Disclaimer
Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this newsletter. For further legal information click here.

Copying
If you would like to copy or otherwise reproduce this article then you may do so provided that: (1) any such copy or reproduction is for your own personal use or if it is made available to any third party it is done so on a free of charge basis; and (2) the article is reproduced in full together with the contact details, disclaimer and any logos as they appear on each article.

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