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In this month's feature, we take a look at how The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 revise certain aspects of the TUPE regime, which came into effect on 31 January 2014.

New TUPE regulations have been postponed yet again. New regulations were expected in July to come into force on 1 October but have been delayed until the Autumn to come into force on 1 April 2005.

Large and multi-site employers face a broader collective consultation net, as the government consults on a new organisation wide threshold, favouring a single fixed number of dismissals.

With the Coronavirus Job Retention Scheme coming to an end on 31 October 2020, the UK government has announced a new Job Support Scheme, which will open on 1 November 2020.

The UK Employment Rights Bill proposes sweeping labor reforms, including enhanced union rights, streamlined recognition processes, easier strike organization, and workplace access, aiming to revitalize union representation by 2026.

Earlier this month, the EAT delivered its written judgment in the Woolworths collective redundancies case.

Most readers will know that consultation with individual employees must be carried out where the employer proposes to make redundancies. The Employment Appeal Tribunal (EAT)...

A landmark ruling of the Employment Appeal Tribunal in USDAW and others v WW Realisation 1 Ltd (in Liquidation) and another is likely to have significant implications for employers making large scale redundancies

Following the insolvency of Monarch Airlines Limited (in administration) (Monarch), a large number of employees of Monarch were made redundant.

The recent criminal charges being brought against the former directors of City Link Limited (in administration) are a timely reminder for insolvency practitioners and directors to be mindful of their employment law obligations when initiating and carrying out collective redundancies.

The press has jumped on decisions taken by some famous brands to furlough their employees, pouring out scorn that it is morally reprehensible behaviour by a business which the media believes

It is common ground that TUPE can apply even if the business or service being transferred is leaving the UK to go to another country, even if that country is outside the EU.

Actions can have far-reaching and often unforeseen consequences. But surely a former employer can't be liable to a former employee for alleged detriment occurring after the employment has ended? Yes it can, confirmed the Court of Appeal on 22 June 2006 in <I>Woodward v. Abbey National PLC </I>[2006] EWCA Civ 822.

An ACAS poll has found that nearly one in five employers are likely to make staff redundancies this year.

The recent case of BIS v Smith, Peto and Wright serves as a reminder of the requirements for handling collective redundancies.

With only a couple of months to go before the Employment Equality (Age) Regulations 2006 come into force in October, the excitement is beginning to mount.

Failure to consider furlough in redundancy context meant decision to dismiss was unfair.