Delegates at the CIPD’s Employment Law Conference welcomed a TUPE announcement from employment minister Jo Swinson this week. The Liberal Democrat MP explained that simplified TUPE regulations are to be unveiled in September, as part of the Government’s Employment Law Review.
Of course TUPE legislation will still exist to protect the rights of employees. However HR professionals have been informed that the number of rules will be rationalised.
This will no doubt be music to the ears of organisations that have previously struggled with the complex process of transferring individuals’ terms and conditions of employment from one business to another. We now await the September announcement to see if the reforms will help promote the growth and employment spur that they are hoped to encourage.
Regardless of the parameters of continually changing employment legislation, Cascade’s award-winning HR software ensures your business remains compliant. It can remove the headache associated with currently arduous TUPE tasks too, as Sarah Lowe, HR manager at Sika Limited, explained to delegates in her presentation at the HR Software Show in June 2013.
If TUPE laws are scaled back, organisations will still need help making evidence-based decisions that demonstrate an equal and fair approach. Again, this needn’t be a concern for companies using Cascade. The best practice processes that can be devised within Cascade, the level of appropriate and accurate data stored within the system, and the intuitive reporting that can be carried out in just a few clicks, all combine to empower HR professionals and managers to make the right choices.
If you would like to hear how Sika Limited handled TUPE following a company takeover, then you can watch a video of Sarah Lowe’s presentation or read her white paper.