Purposes of Tranferrence.

The Regulations preserve employees' terms and conditions when a business or undertaking, or part of one, is transferred to a new employer. Any provision of any agreement (whether a contract of employment or not) is void so far as it would exclude or limit the rights granted under the Regulations.

The Regulations have the effect that:

• Employees employed by the previous employer when the undertaking changes hands automatically become employees of the new employer on the same terms and conditions. It is as if their contracts of employment had originally been made with the new employer. Thus employees' continuity of employment is preserved, as are their terms and conditions of employment under their contracts of employment (except for certain occupational pension rights).
• Representatives of employees affected have a right to be informed about the transfer. They must also be consulted about any measures which the old or new employer envisages taking concerning affected employees.

Absence from work Career breaks Long term absence Short term absence Changes in parental leave Childcare Paternity leave Pregnancy What are compromise agreements ? Compromise agreements (CA) Advice on CA Legal obligations of a CA Redundancy situations of a CA Why use compromise agreements ? Dismissal under contract Employers breach of contract Employers obligations Employment agreements Contracts of employment Enforcing confidentiality Equal pay Flexible working Guaranteed payments Guarantee pay National minimum wage Offering new terms Restrictive covenants Statutory rights Terminating employment Variation of contract Working time Tribunal reforms Disciplinary procedures Suspending employees Compensation for discrimination Unfair treatment by unions Complaints against union treatment Disability discrimination Equal pay law changes Ethnic origin Forms of discrimination Race discrimination Victimisation What is discrimination ? Workplace adjustments Dismissal and criminal offences Dismissal and health & safety Illness related dismissal Pregnancy & maternity dismissal Dismissal and redundancy Statutory employment rights Sunday trading Transfer issues Transfers - conciliation Transfers - employees position Transfers - employers position Transfers - employers obligations

Transfers - tribunal complaints Transfers - consultation Transfers - outline regulations Transfers - redundancy issues Transfers - right of representation Transfers - trade unions Transfers - transfers covered Transfers - transfers not covered Transfers - tribunal hearings Europe - effect of the euro Europe - legal regulation Bullying and intimidation Harassment - general information Employers responsibility Racial harassment Sexual harassment Sexual harassment - update Health & safety (H&S) audit H & S control measures Dealing with accidents H & S driving H & S general information H & S inspections H & S job specifications H & S monitoring Occupational health H & S policy H & S risk assessments Human rights Human rights - main articles IT - intranet benefits IT - email & internet Leaving - best practice Leaving - consulting employees Leaving - debriefing employees Firing an employee Planning redundancy Redundancy Redundancy consultation Time off for interviews Mergers - telling staff Mergers - consulting staff Mergers - avoiding mistakes Mergers - HR barriers to success Mergers - HR Problems Mergers - Human resources Corporate manslaughter Dress code Dressing down at work Employers and stakeholder pensions Updated stakeholder pensions Self Employment Outplacement Sunday trading act 1994 Working time directives