Redundancy & TUPE Training for HR, Managers and Employee Representatives

Redundancy & TUPE Training for HR, Managers and Employee Representatives. Redundancy training and TUPE training courses to help ensure legal compliance, protect reputation and enable smooth change.

We offer a wide range of redundancy and TUPE related training courses, including understanding the law and process, Implementation, Consultatation, Individual Consultation and the role of the employee representative.

Redundancy and TUPE situations are governed by strict and complex employment law. A failure to follow the correct statutory procedures can lead to expensive and damaging claims. The significant legal, financial, and reputational risk posed, including employment tribunals for unfair dismissal means employers need to take positive action to get their process right. Concrew Training’s courses can help.

If you are an employer or an employee representative facing a Redundancy situation, a TUPE situation, or both then our training is for you.

Who Should Attend our Redundancy and TUPE Training COURSES?

Course content is aligned to the specific needs of the attending cohort.

Directors, Senior Leaders, HR teams and Employee Representatives all benefit from our training. Senior Management and HR need to understand the rules, processes and good practice they need to adopt.
HR and Managers leading on collective consultations and individual consultations need to understand the aims, objectives, process and approach needed to make consultation effective
Employee Representatives and Union and Staff Reps need to understand their role and how to perform it effectively. Their duty is to help the process run smoothly and support their colleagues – the role is not about fighting the decision.

HOW Our Redundancy and TUPE Training Solutions CAN HELP YOU

Concrew Training can help you get the process right – helping to improve compliance, protect your reputation and avoid tribunals, our training can help you:

Ensure managers and HR staff know exactly what to do and when to do it, helping to ensure legal compliance and professional integrity throughout.
Use the right process: our training teaches attendees the non-negotiable steps: identifying a genuine redundancy situation, conducting fair selection, and executing meaningful consultation.
Avoid Reputational Damage: Poorly handled job losses or business transfers can lead to negative press, low morale among remaining staff, and difficulty recruiting top talent in the future. Following a fair, empathetic, and transparent process protects your company’s brand.
Meet your due diligence (TUPE) requirements: Training helps the acquiring and disposing businesses understand their Employee Liability Information (ELI) obligations and commercial risks before the transfer, preventing costly surprises post-acquisition.
Reduce stress and worry. Redundancy and TUPE transfers are periods of high anxiety and uncertainty for the workforce. Trained managers can navigate this sensitivity more effectively. Additionally, the drawn out, multi-year, unfair dismissal claim process causes significant worry for all, getting the process right helps avoid unfair dismissal claims
Improve transparency and trust: Knowing the rules allows management to communicate clearly and honestly, which helps maintain trust, reduce anxiety, and keep the workforce productive during the transition.
Improve retention of key staff: A professional, well-managed process signals that the company values its employees, which is crucial for retaining critical personnel who are not being made redundant or transferred.
Prevent disputes: Handling the process fairly and compassionately significantly reduces the likelihood of grievances, internal disputes, and ultimately, external legal claims.
Train your Employee Representatives. Employee consultation is demanded by law. Our training for employee representatives enables them to understand the legal process, carry out their duties more effectively and in turn enable them to provide greater support to the employer and their colleagues alike. We focus on more than just the legal process. We explore how to cascade difficult messages, reinforce the understanding that their role is consultative not negotiative and demonstrate a range of skills and techniques to help them perform better in meetings, support people with different needs and help ensure the process is implemented smoothly.

Who Will Deliver this training?

This training is delivered by a Concrew Training subject specialist with in depth experience in HR, employment law, advocacy advice and training delivery.

How much does our Redundancy and TUPE training cost?

Costs vary according to duration, location of training, number of attendees and payment terms. Full details can be found on our prices page

Summary

In short, Redundancy and TUPE training is not just a nice-to-have; it’s a critical defensive measure that saves the company money and time, protects its reputation, and enables smooth, lawful business transitions.

Explore Our Redundancy and TUPE related training courses:

Redundancy and Tupe Reference Guides

Concrew Training’s papers and guides on Redundancy and TUPE (Transfer of Undertakings (Protection of Employment) Regulations, are designed to help you get process right. They highlight good practice as well as the common errors employers make. Our redundancy and TUPE training courses build on these help make the process smooth and effective for all parties.

The Redundancy Process Explained

The redundancy process is complex. Don’t get caught out. This free reference guide explains the steps and stages in an easy to understand way.

Redundancy 12 Common Employers Errors

This free reference guide highlights the common errors and mistakes employers make in redundancy situations. It raises awareness and in turn helps employers implement the correct redundancy process

Individual Consultation Explained

Collective consultation is required by law, but so is individual consultation. Each and every employee who is affected by the changes needs to be consulted in a meaningful way. This demands several meetings. Our free resource document explains.

Redundancy Meetings – making them easier and more effective

Seven short tips to help ease anxieties and move conversations along at different parts of the individual consultation process. These approaches transferable to most meetings.

Redundancy and TUPE - FAQ - Frequently Asked Questions

What is Workforce Redundancy?

Workforce redundancy is a form of dismissal that occurs when an employer no longer requires a specific job role, or needs fewer employees to carry out particular work.

When do Redundancies take place?

Redundancies are a business-related decision, often caused by closures, restructuring, technological changes, or reduced demand. They are not related to an employee’s performance or conduct.

What types of situation might necessitate redundancies?

Business or Workplace Closure. The entire company ceases trading or shuts down a specific office or site.
Business Relocation. The business moves to a new location, making it unreasonable for current employees to commute.
Reduced Workforce needed: The company requires fewer employees to carry out a particular type of work, often due to a drop in sales, cost-cutting, or outsourcing.
Restructuring and/or New Technology: The reorganisation of departments, automation, or the introduction of new machinery makes some roles obsolete

What is TUPE (Transfer of Undertakings (Protection of Employment)?

TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) protects employee rights when the business or service they work for transfers to a new employer. It ensures employees transfer to the new owner on their existing terms, maintaining continuity of service and protecting them against unfair dismissal related to the transfer.

When Do TUPE Transfers occur?

Asset Sales: TUPE applies if the main assets (employees, premises, equipment) are transferred and the business continues to operate in the same way under a new employer.
Mergers & Takeovers: When two organisations combine or one is acquired.
Service Provision Changes
(Outsourcing/Insourcing) Situations where a contract for services is awarded, switched, or brought back in-house
Outsourcing: When a business decides to contract out an in-house service to an external provider.
Retendering: When an existing contract ends and is handed over to a new contractor.Insourcing / Contracting-In: When an organization ends an external contract and decides to bring the work in-house to be done by its own employees

What is Collective Redundancy Consultation?

Collective Consultancy is a legally required process where an employer must consult with employee representatives (such as a recognised trade union or elected employee representatives) before making large-scale redundancies or implementing significant workplace changes (such as TUPE transfers)

What are Individual Consultations

individual consultations are private, one-on-one meeting where an employer discusses specific proposals, such as redundancies, performance reviews, or contract changes, directly with an employee. Its primary goal is to ensure communication is transparent, meaningful, and allows the employee to provide feedback before final decisions are made.

They are required in every redundancy and TUPE situation

What mistakes do employers make in redundancy situations?

There are 12 common errors that employers make, see below. Our free guides on 12 employer mistakes explores the following in more detail.

Defining the pool for redundancies incorrectly
Not offering suitable alternative employment
Absence of a genuine redundancy situation
Failure to carry out a fair selection procedure
Failure to consult properly on collective redundancies
Failing to provide information to appropriate representatives
Failure to inform and consult on an individual basis
Failing to consider alternatives to redundancy
Not training managers in how to carry out the redundancy exercise
Not accounting for the extra costs and resources involved
Failing to apply the special rules to employees on family leave
Failing to hold a dismissal meeting or providing a right of appeal

Insufficient individual consultation is very common, our reference document on individual consultation outlines what may be needed to ensure the individual consultation is robust

Additionally, those leading on the consultation process don’t always follow good practice during consultation meetings. Our guide on making meetings easier helps you get these meetings right.

What is the Role of the Staff Rep or Employee Representatives in Redundancy and TUPE situations?

In the UK, in redundancy and TUPE (Transfer of Undertakings) situations the employee representatives act as the bridge between management and the affected workforce. Their primary duties are to represent staff interests, consult on proposed changes or dismissals, and work with the employer to reach agreements or mitigate adverse impacts.

Why is it important the employers follow the law and good practice closely

Employers facing a potential or actual Redundancy or TUPE (Transfer of Undertakings (Protection of Employment) Regulations) situation need to ensure HR and Senior Leaders understand the process, rules and regulations thoroughly. There are significant legal, financial, and reputational risks associated with getting these processes wrong, including employment tribunals for unfair dismissal

Our free guide on managing the process helps you get redundancies right.

What type of Tribunal Claims do Employers commonly face?

Redundancy:

If the process is unfair (e.g., selection criteria is biased, consultation is inadequate, or no genuine redundancy situation exists), dismissed employees can claim unfair dismissal. This can result in large compensation pay-outs.

TUPE:

Dismissing an employee because of a TUPE transfer is automatically unfair dismissal, irrespective of the employee’s length of service, which carries significant risk.

Breach of Contract (TUPE):

TUPE automatically transfers employees’ existing terms and conditions to the new employer. Unlawfully changing these terms due to the transfer is a breach of contract and can void the changes, leaving the new employer with unexpected liabilities.

Protective Awards (TUPE/Collective Redundancy):

Failing to properly inform and consult with employees or their representatives can result in a Protective Award of up to 8 week’s gross pay for every affected employee. This liability can be massive.