TUPE requires that the new employer is provided with specific details about their new workforce in advance of any transfer or change in service provision. Some employers are unsure how they can comply with the DPA and TUPE when disclosing personal information about their employees. The DPA permits these disclosures because they are required by law.

By law, the old employer must provide the new employer with specific information about the employees transferring. This is known as 'employee liability information' (ELI). Employee liability information includes: their name; their age; their written statement of employment particulars

2023年1月6日 · TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations and its purpose is to protect employees if the business in which they are employed changes hands. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer by operation of law.

2022年11月16日 · As its name suggests, TUPE is designed to protect employees from losing their jobs because the organisation they work for changes hands. Under TUPE, any dismissal connected with a transfer will be automatically unfair, unless it is for an economic, technical or organisational (‘ETO’) reason entailing changes in the workforce.

2024年12月9日 · Employee liability information is a set of key details about employees who are transferring to a new employer under TUPE regulations. It includes information such as employee identities, employment terms, and details of any disciplinary actions or grievances.

2025年1月16日 · TUPE stands for Transfer of Undertakings (Protection of Employment) Regulations. These regulations protect employees' rights when the business or service they work for transfers to a new owner or provider. TUPE applies to organisations of all sizes in both the private and public sectors.

2023年2月1日 · Regulation 13 of Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) provides that there are obligations to inform and, where appropriate, consult with employee representatives before a TUPE transfer.

TUPE applies to employees, but the Regulations use a broad definition of the word employee. It does not apply to independent contractors and freelancers. There is, however, uncertainty over whether TUPE applies to workers, and in one UK tribunal case TUPE did apply to workers.

2015年4月16日 · This guidance explains what organisations need to do to comply with the DPA when providing information about their employees under the Transfer of Undertakings (Protection of Employment) Regulations 2006 as amended by the Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 (known as TUPE).

The information includes age and gender profile of the employees in question, their employment particulars, their disciplinary and grievance records, details of any collective agreements, and details of any outstanding claims against the outgoing employer.