Changing Terms and Conditions After a TUPE Transfer Remains a Risky Business

    View Authors October 2012
    The recent EAT case of The Manchester College v Hazel (1) and Huggins (2) has once again highlighted the risks involved in seeking to change employees’ terms and conditions of employment in the wake of a TUPE transfer. Many businesses feel the rules (as interpreted by the Courts) are unduly restrictive. This case will do nothing to change that unhappy impression.