The main purpose of the TUPE regulations is to prevent employees from losing their jobs when a business is sold, a service is outsourced, or there is a change in contractor.
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When an employee resigns or an employer dismisses an employee, notice usually needs to be given to end the employment relationship. While this may seem straightforward, it is not always clear in practice, and unclarity around notice can lead to costly legal disputes.
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Employers’ record-keeping obligations will be increased under the Employment Rights Bill, particularly in relation to holidays, and the Bill also creates a new enforcement agency with enhanced powers.
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The usual annual updates to statutory rates of pay took place in April 2025, and a new right to neonatal care leave and pay has been introduced. We also note some significant recent amendments to the draft Employment Rights Bill.
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