Podcasts about Tupe

In this ninth episode of our TUPE Podcast Series, Katie Glendinning, a Partner in the employment team, will examine the information and consultation obligations under TUPE.  In this episode, Katie will cover:Who qualifies as the 'appropriate representatives' of the affected employees? The obligation to inform employees. How should the information be given? When should the information be provided? The obligation to consult with employees.  What are measures?Who should carry out consultation on any proposed measures?When should the consultation start?Consequences of failing to inform and consult.Employee liability informationWhat must be included The implications of failing to provide it.Please get in touch with our employment lawyers for advice if you have any questions or need assistance with TUPE.

In this episode 246 of the podcast I bring you the final episode in this mini series all about TUPE, and today we cover the frequently asked questions (FAQ's) about all things TUPE. This is episode 5 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover the following questions Can you change employee terms so that they are the same as your existing employees? When can you make changes to employee contracts? Can you make changes to terms if a couple of years have passed? What happens to employee holiday entitlement when they transfer? What if the client decides they no longer want the service we provide and do not appoint a new provider or bring the work in-house? What if TUPE does not apply to a particular employee but the transferor and transferee agree for them to transfer?    Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Episode 3 – Automatic Unfair Dismissal Episode 4 – The legal duty to inform and consult         Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The Employers obligation to provide information to employees In this episode 245 of the podcast I bring you the details of the obligations for transferee employers to provide information to the transferor about employees, and the obligations to inform employees and in certain circumstances to consult with employees before they transfer. This is episode 4 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The requirement to provide employee liability information for the incoming employer. When you may have to provide employee information under the terms of your contract with a customer. Who employers need to inform about a transfer. When employers need to elect employee representatives. When an employer can inform employees directly. When the obligation to consult with employees arises. Practical steps to plan ahead and ensure compliance with legal obligations.   Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Episode 3 – Automatic Unfair Dismissal       Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £225 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 244 of the podcast I bring you the details of the enhanced protection from dismissal that applies to certain employees under TUPE when there is a transfer of their employment. This is episode 3 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The additional protection from unfair dismissal as a result of a transfer. When the automatic unfair dismissal right applies. The required length of service to bring a claim for automatic unfair TUPE dismissal. The defence to a claim for automatic unfair dismissal under TUPE. What economic, technical and organisational reasons have been successful defences. When a dismissal is not linked to the TUPE transfer.   Episode 1 – Introduction to TUPE Episode 2 – Employee Rights         Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 243 of the podcast I bring you a run down of the key employee rights under TUPE when there is a transfer of their employment. This is episode 2 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The automatic transfer of employment principle. How to determine which employees fall into the organised grouping that transfer. Employee right to object to the transfer. What happens when an employee objects to the transfer. What happens to employee continuous service on transfer. How to deal with employee terms and conditions on transfer. When a change to terms is void. The exceptions to making changes to employee terms after a transfer.   Episode 1 – Introduction to TUPE   Sexual Harassment Training Learn how to create a safe & respectful workplace by attending our online Sexual Harassment Prevention Training for Managers. Online training – 26th March 2025 from 9:30-11am Book now here:  https://www.eventbrite.co.uk/e/sexual-harassment-prevention-training-for-managers-tickets-1204886119819?aff=oddtdtcreator 90 minute training session for Managers £75 plus VAT.   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Mergers, transfers and everything associated with them can often mark a fresh new journey for a business and a sign of expansion or progress, but they may also stir up some resistance, issues, and complicated challenges to solve. And one of those complicated challenges that many of us have at the top of our list of “least favourite acronyms” is the big, scary TUPE process. But is it complicated, is it scary, and how exactly can we make sure we do things the right way for our organisation and our people? Well to answer this and much more, we're delighted to be joined by Aoife Newton, Director at KPMG Law.   In this episode, we cover... 03:18 Understanding the TUPE Regulations 07:33 Challenges and Misconceptions of TUPE 11:26 Practical Applications and Case Law 19:18 Communication and Compliance in TUPE 24:22 Consequences of Mismanagement 27:38 Advice for HR Practitioners   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice what's important to you as a HR professional, an employer or people leader.  If you are enjoying these episodes, do please feel free to share them with colleagues, friends and family. And even better, if you can leave us a review, we'd really appreciate it! We love your feedback, we take requests, and we're also here to help with any HR challenges you may have! Requests, feedback and guest suggestions

In this episode 242 of the podcast I bring you an introduction to the law on the transfer of undertakings (protection of employment) regulations, also known as TUPE. This is episode 1 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: What TUPE is. The background to the legislation. The purpose and effect of TUPE regulations. When TUPE will apply. What a Business Transfer is and how to identify if TUPE applies. What a Service Provision change is and how to identify when TUPE will apply to a Service Provision Change. Sexual Harassment Training Learn how to create a safe & respectful workplace by attending our online Sexual Harassment Prevention Training for Managers. Online training – 26th March 2025 from 9:30-11am Book now here: https://lnkd.in/e7ME3EKZ 90 minute training session for Managers £75 plus VAT.   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

OPEN HEAVENSMATALA LE LAGI MO LE ASO SA 23 FEPUARI  2025(tusia e Pastor EA Adeboye) Manatu Autu:  Poto I tulaga tau tupe (Financial wisdom) Tauloto -Tusi Paia–Iopu 12:13 ”O lo‘o i le Atua le poto ma le malosi, o lo‘o ‘iā te ia le mafaufau ma le fa‘autauta.”‭‭Faitauga – Tusi Paia – Mareko 4:1-9 O fatu e telē le avanoa e avea ai ma seleselega, peitai e ono lē ausia uma nei faamoemoega. Fai mai le Ioane 12:24, seiloga e paū nei fatu i eleele lelei ma pe, e na o ia lava. E na o ia lava se fatu pe afai e teu I se ato pe tuu I luga o se fata, e mafai ona aina peitai e le mafai ona faateleina. Fai mai le Isaia 55:10, e tuuina e le Atua fatu po'o saito i lima o ē lulū saito ma meaai i ē aai. Le au pele e, e mafai ona e filifili, e avea ma ē lulū poo ē aai. Afai e te aia uma mea e foai atu ia te oe, o ā lā mea e te lulū ina ia e maua se seleselega e faateleina?O tagata popoto e tuu ese fatu lelei e luluina I eleele lelei ma e latou te maua seleselega e faateleina. O tupe e tuu ese e faafaigaluega pe lulū, o fatu ia, a'o le nofoaga, tagata poo le pisinisi e tuu iai lau fatu poo tupe, o le eleele lea. O le lelei o le eleeele, o le lelei foi lena o le seleselega. E tatau ona a'oa'oina lou tagata ia e iloa eleele lelei ma faasūsū lelei au fatu ina ia mautinoa e fua mai fua e pito sili ona lelei. I aso o le a soso'o atu nei,  o le a ou faamatala ituaiga eleele eseese ma ituaiga e tatau ona e lūlū iai ma eleele e tatau ona e alofia. Ao le asō, o le a ou faamatala ni faavae autu o le poto I tulaga tau tupe. O loo faaalia iai tatou mai le Iopu 36:11, se mealilo i le maua lea o le poto o le Atua mo le manuia i le tamaoaiga: o le usitai ma auauna ia te ia. A e usitai i le Atua, e na te faaali atu ia te oe oloa o loo I le pogisa ma oloa o loo i mea nanā (Isaia 45:3). O le a lou tulaga usitai I le Atua e tusa ma au tupe? E te avatu ia te ia le mamalu i mea uma ua ia foai ia te oe? E te totogiina uma au sefuluai ma le faamaoni? E te foai i ē matitiva ma le lē tagolima?Afai e te usitai i le Atua, e na te faaali atu manatu faa le Atua e fesoasoani e te maumea ai tusa poo iai se oge, e pei ona faia ia Isaako. Na manao Isaako e suia se nuu e nofo ai ina ua o'o mai le oge, peitai na faatonu e le Atua e nofo ai pea I lea nofoaga, ma sa ia usitai. O lona usitai na ia maua ai le poto o le Atua, ma e ui na iai le oge,  na ia selesele I fua e tai selau i lenā tausaga (Kenese 26:1-12). O loo talanoa mai foi Iopu i le auaunaga o se tapulaa e maua ai le poto mai le Atua i le maua o le manuia i le tamaoaiga. O le tulaga o lau auaunaga i le Atua e taua. Afai e te auauna ma le tomumu pe faatamala foi, e na te lē faatuatuaina oe I le poto e maua ai le tamaoaiga. Na faatonu I tatou e Iesu e aua le lafoina penina I pua'a(tulou)(Mataio 7:6-7). E na te lē lafoina foi I ni pua'a. Le au pele e, auauna lelei I le Atua I le faatuatua ma le mata'u (Eperu 12:28), ona ia faamanuia lea  ia te oe I le poto i le tulaga tau tupe ma isi. O le usitai ma le auauna I le Alii, e te maua ai lona poto e maua ai le manuia I le tamaoaiga, I le suafa o Iesu, Amene. 

In this eighth episode of our TUPE Podcast Series, Katie Glendinning, a Partner in the employment team, focuses on dismissals in a TUPE context and, in particular, the additional protection afforded by TUPE.In this episode, Katie will cover:What is an unfair dismissalTUPE's relationship to unfair dismissals Employee protections against dismissal under TUPE Dismissals due to transfer Economic, technical, or organisational reasons for dismissal The meaning of "entailing changes in the workforce"Who is liable for the unfair dismissal Constructive dismissal Remedies for unfair dismissalIf you have any questions in relation to TUPE, please contact our employment lawyers for advice. 

 Amy: Hello and welcome to the Employment Law Focus podcast. I'm Amy Stokes. Charlie: And I'm Charlie Ray  Amy: and we're both employment law partners at TLT and today we're going to be discussing the Employment Rights Bill and well all 150 pages of it, well not quite but what we've done is we have discussed amongst ourselves Charlie and I and pulled out our top 10 takeaways from it.  By way of background, this was introduced to Parliament on the 10th of October and is the first phase of delivering the government's plan to make work pay. It brings in 28 individual employment law reforms. And the bill is a wish list of reforms, and it builds in some of the labour manifesto but a watered down version so it's not quite set in stone. Despite the headlines in the papers, it's a while before any of these changes are going to happen. Much of the details are going to be provided via regulations which won't be passed until consultation with stakeholders has concluded. Four of those consultations were very quickly turned around and have actually already started. Those include on zero hours contracts and their application to agency workers, beefing up the remedies for collective redundancy consultation, all the updates to trade union legislation and also statutory sick pay.  The government doesn't expect to start consultation however for the rest of the reforms until 2025, with the result that most reforms in the bill will not take place until we anticipate at least 2026, although there's been no commitment on that just yet. The bills also got to go through both houses of parliament before it gains royal assent and therefore may be changed along the way after the consultations as well.  So the bottom line is really that the proposals in the bill might well change and employers are going to have plenty of time to feed into the proposals and to prepare for them.  What Charlie and I have done to prepare for this podcast today is that we've picked out what we think are the most interesting elements of the bill, the reforms to the bill, primarily to employers. And we're going to run through them, not in the order of importance, just kind of in a more general order, just to give you a flavour of what they are. So, we'll talk through the background to them, the detail of the reforms, to give you a bit of an explainer on those. And then we're going to give you some of our insights from practice about what we think the real impact of those are going to be.  So, Charlie, do you want to kick us off with your first one?  Charlie: Yeah, we're going to start with probably what's been the main headline grabber from the bill, which is the proposal to remove the unfair dismissal qualifying period. Now, as we know, at the moment, we've had for some time a two -year qualifying period to be able to claim ordinary unfair dismissal. That doesn't take into account automatic unfair dismissals like whistleblowing, for example, where you don't need the two-year service, but for most unfair dismissal claims, two years service is required. So the idea is that it's going to become a day one right, and that so long as you started work from day one, you will have the right to claim unfair dismissal. The government are proposing to consult on introducing a new statutory probation period. So, the idea is that during that probation period, an employee could be dismissed using a lighter touch process, where if the dismissal is because of capability, or conduct, or contravention of illegal duty, or potentially for some other substantial reason, which are all reasons that we're familiar with now, that that would be a valid reason for an employer to terminate at the end of this probation period.  We need some detail on this, obviously, and one suggestion is that a redundancy dismissal wouldn't be subject to this lighter touch dismissal as a result of the statutory probation period. So it will be interesting to see how that one plays out. The suggestion is that the government's preference is to have a nine -month probation period in this so -called initial period of employment and I think the indication is that they would expect an employer to at least hold a meeting with the employee to explain the concerns about say their performance if that's the reason before making a decision to dismiss. So, it's going to be interesting to see how the government will develop that.  Amy: Yeah it's really interesting actually Charlie, I think that there's going to be the consultation on that's going to bring out some interesting points. But actually, it sounds like it's going to have a really big impact on employers. What do you think in practice that's really going to be?  Charlie: Certainly one of the implications is likely to be that more litigation may follow as a result of widening out the net to who it covers. I saw a statistic that suggests that this will grant unfair dismissal rights to another 9 million employees. So, straight away, the prospect of litigation is going to be increased. There's a question that I've seen floated as to how long an employer would need to be able to make a decision about whether an employee should stay in the role beyond this initial employment period.  And nine months, is that long enough? I think many employers would probably be hard pressed to think that nine months isn't long enough to make a decision about whether an employee is suitable for their role. What I think it will be in practice is that employers are going to have to tighten up their processes.  I mean, many employers at the minute do follow quite good probationary review processes where issues that might lead to an employee failing their probation period are flagged in good time and discussed, and therefore no surprise to the employee if they fail their probation period as a result of it. But not all employers do that.  And so, I think if you're going to take advantage of this new statutory probation period, it's going to mean employers have to tighten up their processes in handling probation reviews and probation decisions. I think it's also going to mean employers are going to need to ensure that they follow their redundancy processes in all cases because of the suggestion that redundancies wouldn't be part of this probationary review dismissal option. So, yeah, I think it's going to be quite a big change for employers this, if it comes in the way suggested. So, yeah, keep your eye on that one.  Amy: Yeah, and plenty of time to plan as well. I think that's a key point. As you say, some employers are already utilizing probation periods pretty well. So actually looking at that and expanding that practice more widely, I think is important. So, Thanks, Charlie.  So the first one from me moving on is the very hotly anticipated reform in relation to fire and rehire. It gets all the headlines that the way that it's been described. It's hit the press enormously given the large scale and perceived abuse of this by some employers. And so just to explain, firing rehire is essentially a tool, and actually in some cases a very useful tool, that employers use to change terms and conditions in the event that employees won't agree to those through a consultation process.  Importantly, the employees retain their continuous service, so that's the rehire piece. It's not just fire, it's rehiring the retain that continuous service. And it's often after a consultation period with unions or staff reps, and in my experience, and I'm sure yours as well, Charlie, it's very much used as a last resort. It was to be banned initially but then Labour realised that if they only addressed fire and rehire businesses are simply just going to fire employees and then rehire different employees which is what P &O Ferries did and that was all over the press as well.  What the bill proposes is that dismissals for refusing to agree to a variation will be automatically unfair where either the employee or another employee will be re -employed or employed to carry out substantially the same work. An exception there is going to be where essentially a business is on its knees and about to fall over. And so to use the proper term for that, it's where the employee can show evidence of financial difficulties, which or carry on the activities of the business and that in all of the circumstances, it could not avoid the need to make the variation.  Charlie: Yeah, I mean, what do we make of that defence, Amy? Is that going to be a way, do we think, of keeping in the right to fire and rehire through the back door or is it going to be difficult to meet that defence? What do we think?  Amy: Yeah, it's an interesting one. So, we thought that this would be a complete ban on it, and theyobviously introduced that defence. And the financial difficulties defence seems quite a hard one to run, given that an employer essentially needs to show that in all of the circumstances, the employer could not reasonably have avoided the need to make that variation. So they're going to need to be in some serious financial difficulty to satisfy that test, so in liquidation or in solvency.  So I think it's going to be really narrow, but I think the important kind of take away from this is, as I mentioned at the beginning, this does fall short of a total ban on fire and re-hire hire, which is what Labour had initially committed to do. However, it may as well be a ban with the enormously high bar that's been set to that exception. As we say with all of these, the devil's going to be in the detail. And I do think that these provisions will be contested by some employees in the consultation, there certainly needs to be a bit more clarification given on that financial difficulties, defence as well. Employers are undoubtedly going to have to produce accounts and all that kind of stuff as well, which would be quite interesting.  Charlie: Yeah, no, it certainly is. And actually, another area that we heard might have been banned is the third topic we're going to look at, which is the ending of exploitative zero hours contracts. And that's the phraseology that was being used by the Labour Party prior to the election, that they wanted to end the use of exploitative contracts that are zero hours ones. And many had speculated that meant they were going to ban them all together. And the bill makes clear that's not what they're planning to do. Instead, what it's going to do is propose to put an obligation on employees to have to offer these so -called guaranteed hours contracts to those who are on mainly zero hours contracts, but also those who are on minimum hours contracts as well to reflect the hours that they're regularly working over a reference period. And we're understanding that reference period is likely to be 12 weeks.  So that's going to be quite an interesting change for employers that use zero hours contracts, that the stats show over a million individuals are engaged on these type of contracts in the UK. So, it'll affect a lot of people. The idea of this offer is one that the worker wouldn't have to accept it. So what we might find, and this is where some of the detail will be quite interesting, is that if hours become more regular over time or increase over time, whether subsequent reference periods are going to mean that the workers are going to have the chance to be offered, again, the opportunity to have one of these guaranteed hours contracts reflecting what they might think is a better offer and is there going to be this ongoing obligation to update offers? I guess the expectation is that if the offer is then accepted that then they go on to one of these guaranteed hours contracts and they're no longer on the same basis that they were prior to that as an ordinary zero hours worker. So, going to be interested to see how that detail plays out. I think And this will affect quite a lot of businesses, particularly those in say the hospitality industry which traditionally uses a lot of these zero hours worker contracts. There's going to be consultation on this with employers and trade unions about how these review periods are going to work. And the government have said, it's interesting actually, they said that where they think that the work is genuinely temporary, there's not going to be any expectation on employers to offer these permanent contracts. But I've seen a lot of commentary that suggests that this might encourage businesses to use fixed term contracts more, albeit how that'll interact with the removal of the qualification period for unfair dismissal will be interesting to see.  A separate point actually of interest is that the bill also proposes a right for eligible workers to receive reasonable notice of changes to their working hours. And also a big change, I think, the idea that they can be eligible for compensation if their shift is cancelled or ended early. And there'll be a lot of detail in there then about what is going to trigger this right compensation, what's reasonable notice? All of those sorts of areas are the devil in the detail that you described at the start of the podcast, Amy. But yeah, lots of changes here, aren't there?  Amy: There are really. And as you mentioned, the details quite significant there, and there's going to be a lot more discussion in relation to it. And it seems really complicated as one of the most complicated reforms that we've looked at when we've worked through it. Do we think it's really going to achieve what the government's aims are on zero -hours contracts and the exploitative nature of them. What's your view on that, Charlie?  Charlie: Yeah, I mean, these are really complicated rules. It made my head hurt trying to get my understanding of what's going to be proposed and how the detail will be played out. I've seen loads of articles that go on for quite some time examining the what -ifs and the suggestion that there's going to be quite a few unintended consequences. So What we think might happen is that employers might be less likely to offer zero or low hours contracts or might offer fewer shifts to those on those contracts in order to avoid the prospect of then having to offer guaranteed hours contracts that might not reflect a pattern that they can then fulfil.  Equally, there's lots of areas of concern about seasonal contracts, those that work in agriculture or in hospitality, where there are seasonal fluctuations. It's not clear how these rules are gonna address the prospect that there could be peaks and troughs in work. And so if an individual is entitled to say, well, I want my guaranteed hours contract to reflect that peak time. And yet then the business might not be able to fulfil it. So, the impact is gonna, I think, depend on how some of these key details get consulted on and what the government decided to do in respect of them. Things like what's the definition of a low hour is going to be, what's the regularity of hours required, what's the level of compensation for a breach of the advanced notice duty. A lot of the detail isn't there yet, but for businesses that use zero hours contracts, this I think will be a big change.  Amy: The drafts people are going to have a good time with that one, aren't they. So, yeah, watch this space, I think, on that one.  Charlie: Agreed. Amy: So, moving on to the next reform, which is the reforms to the sexual harassment, the duty to prevent sexual harassment. We had a new duty which came in on the 26th of October. And the new duty is that the employer will take reasonable steps to prevent sexual harassment in the workplace and what the reform is doing is proposing to change that to take all reasonable steps rather than just taking reasonable steps. So, it's the inclusion of the word "all" which is important here as well.  The new duty might include things like carrying out assessments, publishing plans or policies, reporting sexual harassment and handling complaints, but actually it's a much higher bar than the current duty that we're dealing with at the moment, so that's quite an important... There were previously going to include it as all reasonable steps, and then they removed the ‘all', and then obviously now they're proposing to add that back in again. It's amazing what a small single word can do in the circumstances to increase the duty so significantly. In addition to that, they're also talking about reintroducing a duty to prevent third -party harassment. That was a previous duty that we had a few years ago and then it was repealed and they're talking about bringing that in. Whether that's a duty to take all reasonable steps to prevent third -party harassment or just to take reasonable steps remains to be seen and is subject to consultation.  This is going to have a real impact, particularly in the leisure and hospitality industry where you're working with customers potentially under the influence of alcohol and things like that as well, it's going to be quite a tricky duty to comply with and I think that was part of the reason why it was repealed previously. So that's certainly an important point and a takeaway, I think, from that element of the bill. And then in addition to that, the reforms provide that disclosures relating to sexual harassment will be protected as qualifying whistleblowing disclosures. Currently, they're not specifically protected in that way. It would have to fall normally under kind of victimization elements, but actually they're talking about increasing that and including it in a whistleblowing disclosure as well.  Charlie: Interesting, those aren't they Amy? I think, and in fact, it reminds me that we were talking only the other day about what our experience was of our clients preparing for the duty that came in only a few weeks ago to take reasonable steps to prevent sexual harassment. And what do you think about whether this change will alter the approach we've seen our clients taking so far?  Amy: Yes, it's interesting, really. Obviously, it's quite a surprise that suddenly it's brought back in again when the duty was only imposed a few weeks ago, really. And we've had a real wide change of how clients are prepared for this. Some have introduced training, have taken it extremely seriously, looked at their policies, reporting processes, all that kind of stuff. So they are essentially taking all reasonable steps already because of all of the different elements that they put in. And then other clients are quite comfortable with the current processes that they have in place. They've done very little. It's passed them by a little bit as well. I think that actually potentially that's part of the reason for reintroducing the all -reasonable steps piece, actually, to ensure that employers do take positive, proper positive steps in order to prepare for this, and I think that it will focus the mind, I think, in relation to what employers are doing there.  Certainly, it's going to increase the potential for employment tribunal claims, particularly with the whistleblowing piece, although question whether that's already protected in a different way. But certainly the third party harassment side in the hospitality industry, there has been some concern in relation to that already and it's a real hot topic about how that extension of the duty will be managed by those types of employers.  Charlie: Yeah, okay, no interesting stuff. And another change that we wanted to have a look at is the proposed changes to the Right to request flexible working. Many of our listeners will know that at the moment Employees can make a flexible working request up to two times per year and that the employee would have to deal with that request reasonably and Can then potentially refuse the request if they decide that that's what they want to do for one of those eight reasons Which are pretty wide reasons as we know The proposal here is that the government wants to try and tighten up what the rules say about refusing a request and the proposal is that employers would be able to refuse a flexible working request on specified grounds, which are the same grounds that we currently have actually, but that they'd only be able to do so if it was reasonable to rely on that ground and that in addition an employer would need to explain in writing to the employee, why their refusal is reasonable in the employer's view. So more narrow changes there, I think, to this.  Amy: Yeah, Is there much change here at all? What do you think, Charlie? I don't know.  Charlie: Yeah, it's a fair question. I think what we probably remember is that the government, when they were talking about this change prior to the election, we're using phraseology along the lines of that they wanted to make flexible working the default position for all and that only if an employer could prove that it's an unreasonable request could they get out of the obligation to allow a flexible working request. I mean, the argument I've been reading about is that the bill doesn't really go as far to do to do that at all. As all of these things are, it's subject to consultation. If all we're going to see is an adding of the requirement that the reason has to be reasonable and has to be expressed as to why that's reasonable, but it's based on the same grounds and the same obligation to follow it reasonably as a process and the same potential compensation. Ultimately, it might just ball down to employers just need to give clearer reasons as to why they're turning it down. So a lot of the talk prior to the election was about how they're going to introduce a right to a four -day working week. I saw that narrated quite a bit and this certainly doesn't get anywhere near that. So yeah, to your question, is there a lot of change here? Probably not on this one. Amy: So, I'm now going to move on to my next one, and I think you need to strap yourselves into this one because this is trade union reforms now, and there's quite a lot to go. We could have done the whole podcast on this really, so what I'm aiming to do really is just take you through the headlines of that and then talk about the key impact and insights that this proposed reform might have. So there are several provisions that have been badged as empowering workers to organised collectively through trade unions. And essentially, the Labour government are badging in the press that this is removing the red tape on trade union activity. So just to give you a little bit of the detail, and I think it's important that you understand this, is that they are intending on repealing much of the trade union act from 2016. And this includes, importantly, the requirements for at least 50 % of union members to participate in a ballot for industrial action for that industrial action to then be legal. They're also talking about repealing the requirements for 40% support amongst union members to proceed with industrial action in vital public services. And then this is a key one, reducing the notice for that needs to be given for industrial action from 14 days, which is what it is currently, once there is a successful ballot and they need to give 14 days notice of any actual strike action, they've been talking about reducing that down to seven days, so not a lot of time there at all for businesses to prepare for industrial action.  And then also kind of linked to that, they are talking about currently there is a six month mandate in place, so where there is a successful ballot for strike action, that mandate remains in place for six months. That's in consultation to increase it to a 12 -month period. So if there is a dispute, they could potentially call for strike action any time in 12 months rather than six at the moment.  So in addition to that, they're also looking at repealing the Strikes Minimum Service Act, and that was introduced not that long ago actually, to mitigate industrial action and the effect on critical sectors such as health services, education, transport, etc. And then in addition to that, there's some other reforms that I wanted to pull out. The first is that they are going to require employers to notify new employees of their right to join a union and regularly remind them of that. In addition, granting unions, and I think this is quite an important one, so granting unions the right to request workplace access to both recruit and organise, so that's not where there is a recognised trade union, that's any union can request right to a workplace. Currently they can't actually access that, they have no right of access, but they're talking about introducing the right to request, I think it's important to request that as well. And then they're also talking about simplifying the statutory recognition process, so statutory recognition of a trade union by removing the requirement for unions to secure backing of at least 40 % of the workforce in the bargaining unit in order to start that process.  The government have said that they are committed to a for consultation on this and actually that's already started and is one of the ones that's already started as well so I think that the general consensus is actually the trade union reform is going to be one of the first elements of the bill that will be introduced along with fire and rehire, just because I think that's a key part of the labour manifesto, obviously, with them being back for it so heavily by the trade unions. I think the key point here is the real impact that this is going to have on businesses. So whilst the collective voice of employees is of course important and a number of the employers that work with and focus heavily on maintaining positive industrial relations.  There is a concern that the repeal, in particular of the Trade Union Act, the reduced notice period for strikes, that could actually hinder employers' ability to manage effectively during a period of strike or industrial action. And the minimum service levels as well being repealed, there's all sorts of chatter and I've seen both sides of this in relation to that, about whether it's going to increase the burden on the public and employers and all this kind of stuff. But actually, when it was introduced, it was deeply unpopular and the consensus was, and the CIPD actually put forward a point on this as well, that they actually thought that the Minimum Services Act damaged the relationship between employers and unions as well and created this mistrust. And also, it was really of in terms of which employees were to provide that minimum service and all that kind of stuff. So it was actually quite unpopular really.  Charlie: A lot to get our heads around there, isn't there? I wonder whether employers that do unions a bit, but not a lot, but whether that's going to have quite an impact on them if all of these changes are made. There'll be a lot to change in their approach. Amy: You're absolutely right, Charlie. And I think that that's, We have these clients, don't we, that regularly deal with unions, and I do a lot of work in the union field. That's kind of my specialism, but I think that the key thing is those smaller employees that are not unionized already, the right of access for trade unions to recruit, it's certainly going to lead to further requests for recognition. And actually, because it's really unknown that some of these are smaller employees. There's a real kind of reluctance to engage with unions. There's a there is a lot of concern that surrounds that. And actually, if it is looking, and I do think that going forward, if these proposals are implemented, because of the how much easier it will be to obtain statutory recognition, there is a piece for employees that are approaching that process of statutory recognition to look at a voluntary arrangements in place, so doing a bit of work in terms of kind of trying to work with unions already, or actually implementing staff representative organisations and working more effectively with them as well, just to ensure that there is engagement and looking at it in a positive way. And just a kind of closing point on this. For those employers who have heavily unionised workforces, a lot of the clients that we work with at the moment are looking at their contingency plans for dealing with industrial action, what those might look like, because undoubtedly this is going to lead to more industrial action if it is implemented. So considering now kind of comms strategies for that, what you'll do, how you'll manage it, all that kind of stuff as well, I think is a really key takeaway from this one.  Charlie: Yeah, there are big changes there. An ally to engaging with unions actually, our seventh highlight is about collective redundancy consultation. And many of us will remember, gosh, it was it's almost 10 years ago now, the decisions in the Woolworth case when Woolworths became insolvent.  And as part of the redundancy consultation exercise, each store was deemed to be treated as a separate establishment, which meant that employees who were employed in a store that had fewer than 20 employees weren't entitled to a redundancy protective award. We've lived with that position ever since so that redundancies at an establishment are what might trigger the potentially 20 or more up to 99 and then when you get beyond 100 you're into a 45 -day consultation rather than the 30 -day consultation that applies when you're under 100. So that's the position we've left with since the Woolworth decision and that we've abided by.  So the proposal is going to remove the requirement that redundancies need to be at one establishment in relation to the duty to consult representatives and the duty to notify the Secretary of State. And what it will mean is that employers who are making redundancies, and we remember that the definition of redundancy goes beyond just the pure definition of redundancy under the Employment Rights Act, so it could encapsulate, say, any changes to terms and conditions, subject to what you were talking about earlier, Amy, and that they're going to need to top up the numbers of employees who are affected by these proposals over a rolling 90 -day period. And if they trigger the 20 or more, then that would trigger the obligation to carry out the collective consultation requirements. So a big change for employers, this is already subject to consultation as we do this podcast that opened on the 21st of October.  It goes on to ask for views on increasing the maximum protective award from the current 90 days up to 180 days, or even to removing it altogether, which would be a massive change from what we've been used to in this sphere. In addition, there's this suggestion that an employee or employees, as might well be the case, in a collector situation, might be able to apply for an interim relief application that would give them the right to continue to be paid until their case is heard, which at current rates could well be, say, a year or even more hence. So big changes here in this area. Amy: There really are and it's just picking up on one of the points that you made about the protective award. It's the only compensation award which is punitive in nature. Everything else is based on losses or injury to feelings or something like that and employment tribunals, but so increasing it is going to have a significant impact and removing it all together. I don't even know where you would start with that. Charlie: It is, I completely So that would be a profound change and a much bigger risk to employers if, say, the protected award was uncapped and not subject to a limit. I mean, it already can tot up to quite a big number, and as you say, being a putative award, they tend to say, well, we'll start at the top of the range and reduce it if we think you've done things that And, you know, it can actually, when you're looking at the numbers involved, it can be quite a big liability for businesses. And what I can see is that this is going to just create potential more banana skins for businesses if they're going to have to look at 90 -day rolling periods. You take a multiple site larger business, they're going to need to look potentially across their whole business and see whether they trigger the numbers. And a lot of businesses might not have the systems in place to ensure that that gets picked up all the time. So big changes would be needed for businesses if this is what happens.  Amy: Absolutely. And I don't think, I like the use of the word banana skins, by the way, Charlie, that certainly we should use that more often is that it's creating more banana skins for businesses. But yeah, interesting point and probably something that's not going to be that welcomed by employers, I would say potentially either. Yeah, like a few of the changes we're describing, that this is not one that employers are likely to find very welcome.  Amy: No, just a couple of kind of notes to point. So, the eighth one that we've picked out is actually the single enforcement body. We don't have a lot of information on this, we just thought it was quite interesting. And so, what they're allowing, the bill allows for the establishment of a new fair work agency. And what this is going to do is enable enforcement of labour market legislation, which includes legislation relating to holiday pay and SSP by the Secretary of State. It's anticipated that this agency is going to bring together all the different government agencies and enforcement bodies with the aim to create what they say is a stronger, recognizable single organization that people know where to go to for help. And just to point just an observation on this really, it talks about people to know where to go to help.  And obviously they mean employers there and they're looking at kind of enforcement of different elements of it. But actually also from our perspective kind of feeding into the consultation, looking at whether there should be better support for employers as well, particularly smaller employers who really want to comply with the law. And it's very complicated. There's lots of banana skins, as Charlie mentioned before, but actually ensuring that they have the assistance where they want to have that compliance to actually work with them. So, we very much welcome the single enforcement body, but actually looking at it from a kind of wider perspective so that all stakeholders who will engage with them are properly involved because it's not always the case at the moment with some of the enforcement bodies that we have currently.  Charlie: Yeah and let's look at our ninth highlight which is some of the day one leave rights and the new bereavement leave entitlements. So the plan is that the government wants to remove the qualifying period for unpaid parental leave which presently is that eight weeks entitlement to leave up to a child's 18th birthday and the two week statutory paternity leave rights. The idea is that they will make those day one rights for employees. And in addition to that, another point to flag is the new day one right to bereavement leave. So this is any employee that's going to be bereaved. And the current thinking is that it would be up to two weeks bereavement leave paid at statutory rates. If it's a child that the individual is bereaved for and one week if it's not a child. So we'll need to get more detail around this. The relationship, for example, with the deceased isn't clear at the moment and things like, you know, how to exercise the right to the entitlement or no doubt be fleshed out in regulations as time goes on. But some changes there that I So, some of the clients that we work with already allow some of those rights in a more enhanced way than they already existed. That might not be seen as a big change for many businesses.  Amy: Yeah, I think you're right there, Charlie. It kind of reflects the direction of travel that we're seeing at the moment, aren't we, in terms of kind of support for employees and all that kind of stuff as well, certainly. I don't think that's going to be one of the biggest changes out of all of the bills.  So, The final takeaway that Charlie and I had from the bill is actually what's not in the bill. It's not an element of it, it's what wasn't there. And I think we've touched on a couple of these already in terms of the kind of fire and rehire and zero hours, we expected there to be more in relation to that than they actually ended up being as well. But also in relation to that, and alongside the bill, there was a next steps document which had been published and outlined, amongst other things, how the government was going to deal with the promises that it made in its manifesto that have not been covered off in the bill.  So just to pick out a couple of those things that weren't in there and how they're going to be dealt with. And the first one is this right to switch off, the right to disconnect, which is another one that's hit the press. And obviously, I think it's the French, isn't it, Charlie, that they have this right to disconnect as well currently so kind of following on from what they had introduced and what this means essentially is that employees are prevented from being contacted out of hours and they're talking about introducing that still but by way of a statutory code of practice, so slightly different in terms of how that will be introduced. And then the much anticipated and very important element that relates to the Equality, Race and Disability bill. And what that is, is that we'll make it mandatory for large employees to report on their ethnicity and disability pay gaps, much in the same way as they already have to report on their gender pay gaps, which I think is a welcome addition in there as well. And they're also starting a consultation, they're committed to starting a consultation on a move towards the single status of worker and talking about transitioning towards a simpler two -part framework for employment status.  This has been in discussion for years and years now because employment status is super complicated, overly complicated. The legislation isn't fit for purpose. It's confusing for everybody involved in it and kind of links with all the zero hours stuff and all these other bits as well. I do wonder whether that was kind of put into the too hard box. They were rushing to get through the parts of the bill, they were rushing to get through all of that. And potentially that was put into a bit of a too hard box, I'm not sure, really. Certainly something that requires further consideration, along with reviewing the TUPE legislation as well, which has been in discussion really since Brexit, so that's quite an important element that needs some exploration and there will be a consultation on those.  Charlie: Gosh, so that's our 10, isn't it, isn't it Amy? We could have picked another 10 if we'd wanted to talk about because there's so much in the bill. It was being trailed as the biggest reform to employment rights in a generation and I think it's fair to say it probably meets that brief, doesn't it?  There's so much in there that's being proposed as new ways of interpreting a lot of the existing and new rights. So one of the things that I think you and I have both said, haven't we, is that the likelihood is this is going to place an increased strain on the Employment Tribunal Service and on ACAS, and it's unclear how an already stretched service is going to be able to cope withwhat's likely to be an increase in demand, isn't it?  Amy: Yeah, absolutely, Charlie. I mean, just to put it into context, I has a hearing listed in one of the London tribunals who are particularly overwhelmed at the moment. It was listed last week and that was listed for March 2027. It's a 15 -day hearing, so it's a long hearing, but the dismissal took place in 2021. So, it's just a huge amount of time and it's in no one's interest in those circumstances, not the employee, not the employer. Nobody involved in that process for things to take so long to get to a conclusion. So, we've already got a hugely overwhelmed tribunal system, so it'd be interesting to see what funding is proposed to the system to support them in dealing with the undoubtedly significant load that they will be having to deal with as part of that. Whether the single enforcement body will have some kind of involvement in that for certain types of enforcement of rights they might be taken away from the tribunal and put into that, we don't know. Again, over to consultation, it'd be interesting to see what happens with that. But certainly, there's additional work to be done on the periphery to ensure that this bill, if it's going to be the biggest shake -up, then it needs to have a system that reflects that as well. So the enforcement piece is really important and making sure that's fit for purpose.  Charlie: Yeah, no, that's a definite case of watch this space. And I think there's many people that might be a bit worried about the extent to which the system can cope. Anyway, let's wrap up because we've covered a lot here and I think our only reminders and maybe main takeaways are we don't know when these changes are going to take place. We're expecting them to be in 2026. So, what that means is employers, businesses, employees have got time to adjust to what's coming down the path and there's going to be a lot of consultations we think next year into 2025. That will put a lot of flesh on the bone.  That will pick out a lot of the points that we've been covering in some of the topics we've talked about today. So I think we'd encourage all of our clients and contacts to keep an eye on the developments. We at TLT will certainly be updating through our regular updates and through these podcasts on any of the changes that we see starting to take shape in due course. If you don't, subscribe to our updates. There's a note notes on this podcast as to how you can do so if you wish to. But other than that, thanks for listening. Amy and I have enjoyed chatting through all of these 10 topics today and we'll look forward to hopefully have you as a listener on our next series of these podcasts.  Amy: Yeah, thanks very much. See you at the next one. The information in this podcast is for general guidance only and represents our understanding of the relevant law and practice at the time of recording. We recommend you seek specific advice for specific cases. Please visit our website for our full terms and conditions.

In this episode, I discuss TUPE. This podcast is supported by Occupational Health Assessment Ltd and didlaw Employment Lawyers.

In this seventh episode of our TUPE Podcast Series, Louise Keenan will discuss the restrictions on changing terms and conditions for employees who are transferring.   In this episode, Louise will cover:Restrictions on changing terms and conditionsPermissible changes to terms and conditions, including those for economic, technical, or organizational (ETO) reasons Examples from case lawIf you have any questions in relation to TUPE, please contact our employment lawyers for advice.

OPEN HEAVENSMATALA LE LAGI MO LE ASO LULU 25 SETEMA 2024(tusia e Pastor EA Adeboye) Manatu Autu: Siaki tupe tatala mai le Atua (Gods blank cheque ) Tauloto -Tusi Paia– Kolose 4:2“Ia ‘outou finafinau i le tatalo, ‘ia mataala i lea mea ma le fa‘afetai.”Faitauga – Tusi Paia – Tanielu 9:3-19O le tatalo o se tasi lea o auupega malosi na aumai e le Atua I le tagata, o le malosiaga e valaau ai i le Atua I so'o se taimi ma ia tali mai. O se siaki tupe tatala mo lana fanau. O le fesili, aisea e le faaaogaina ai e le tele o kerisiano a latou siaki tupe ua tatala? O le tali o lo'o maua I le Salamo 10:4“O le fa‘asiasia o mata o lē ‘ua amio leaga e lē sā‘ili ai o ia; o ona mafaufau uma, “E leai se Atua.”O kerisiano e le tatalo e faamaualuga, o lona uiga e le o iai le Atua i o latou mafaufauga ona ua manatu ua popoto tele e mafai lava ona latou fofoina o latou faafitauli. Fai mai le 1 Korinito 1:25 “Auā o le valea o le Atua e sili lona poto i tagata; o le vaivai fo‘i o le Atua e sili lona malosi i tagata.” O le valea pe a le tatalo. E iai se aso ao ou laitiiti, sa ou taaalo soka ai i fafo o lo matou fale. E iai se taimi, sa ou kikiina le polo ma ua mau i le taualuga o le fale . Sa ou laitiiti lava ma ou te leiloa atu le polo. Na ou taumafai e faaaoga se laau e ta mai ai Ialo le polo, peitai ua le mafai. Sa nofonofo i tafatafa ane lo'u tama , ae ou te lei valaau iai mo se fesoasoani. Ina ua ou lelava lava, na ou fesili atu iai mo se fesoasoani au ua faapea mai, ‘na e vaai mai iai te au I lenei taimi atoa ae ete lei manatu e fesili mai ia te au mo se fesoasoani'. Na ia tu I l'uga ma e tasi lava le salo o lona lima ae pau mai I lalo. Sa ou manatu e mafai ona ou aumaia le polo i lalo, a ua alu  le taimi o atuatuvale a'o taumafai, ae semanu e na o le fesili lava I lo'u tama. E toatele tagata e atuatuvale gofie lava, e tamoe mai lea pou I lea pou,  e saili tali o faafitauli, e faigofie ona maua I le tulivae I le tatalo I le Atua. Na Foai atu e le Atua le siaki tupe ua tatala mo oe I le Ieremiah 33:3 “‘Ia e vala‘au mai ‘iā te a‘u, ‘ona ‘ou tali atu ai lea ‘iā te oe, ma ‘ou fa‘aali atu ‘iā te oe o mea tetele ma le faigatā, o mea ‘ua e lē iloa.”‭O lo'o ou faaaogaina lau siaki tupe ua tatalaina i so'o se avanoa ma o lo'o tali pea le Atua ma faaali mai ia te au mea tetele ma le faigata ou te lei iloa. E amata loa ona faaaoga lau siaki tupe tatala ua saunia? O le valea pe a le tatalo, i le suafa o Iesu, Amene. 

Steve Allan joins us to talk about HR's role in mergers and acquisitions and offers five top tips for getting M&As right. We talk about: company culture; the impact of AI; understanding TUPE; and how to get integration right. Related resources Hiring across borders: Five compliance challenges and how to solve them Podcast: Global hiring - AI, EORs and worker misclassification risks  Guide for global employers: Recruitment and selection

In this sixth podcast in our TUPE Podcast Series, Amanda Glover will delve into the automatic transfer principle and what transfers to the incoming employer under TUPE.In the episode, Amanda will explore:What rights and liabilities relating to the individuals transfer under TUPE Contractual rightsNon-contractual and discretionary rights and benefitsActs and omissions before the transferStatutory rightsTortious and civil liabilitiesTrade union recognition, collective rights and liabilitiesTUPE pension rights and liabilitiesIf you have any questions in relation to TUPE, please contact our employment lawyers for advice.

Na laulauina mai le tala i le tupe a le malo Samoa i le amataga o le vaiaso nei.

O nisi o faitioga e aofia ai le maualalo o fesoasoani mo tagata o loo mafatia i le taugata o le tau o le soifuaga.

O le vaiaso o muamua e laulauina mai ai le tala i le tupe a le malo tele.

One of our podcast regulars, Ejay Tupe brought this message ‘Let Nothing Be Wasted' at the Our City Windsor - Signs Of Hope conference. His years of experience in urban ministry are informed by his reading of the Scriptures. Ejay is an urban worker in downtown Toronto.

A mae'a ona tipi le lafoga mai lou totogi ma faaopoopo iai isi tupe maua a lou aiga, o le aofa'i e totoe mai ai e fai ai lau faasoa e faaigoaina o le disposable income.

Joining me on this epsiode is Caroline Oxley who works as Head of People & Culture for a property investment company and is based in Greater Manchester.In her early HR career, Caroline worked in Facilities Management. What I found interesting was that people in HR always talk about delivering bad news, such as redundancies in the right way and being empathetic, however, Caroline shared a further nuance where in industries where there are high levels of TUPE transfers, such as outsourced service delivery, and contracts changing hands every few years then it's even more important to 'do it right' as it can impact business development and there's a liklihood of your encountering people you've had tough conversations with further down the line.Caroline is someone who has experience of doing large scale TUPE (one company went from 6 people to circa 1400 in the space of a few months!) and she talks us through what is involved, how to successfully navigate it, but also what type of person might be better suited to it. Therefore, it's incredibly helpful to listen to Caroline explain it all if you're someone who has never done it but is curious about it. As with many of my guests, Caroline is also a Mum, and she talks about having to leave a job she loved due to the amount of travel required and her feeling like she wasn't being the best Mother she should be but then torn about not being the best working professional she should be too.However, this change was significant for Caroline as it re-positioned her as a HR professional who moved from having worked for large companies to getting experience of working in much smaller operations which required a different type of HR.This is a wonderful journey, understanding what HR can be like in organisations of different sizes and ownership. There's a lot to take away so I hope you enjoy it!Support the show

OPEN HEAVENSMATALA LE LAGI MO LE ASO FARAILE 22 MATI 2024(tusia e Pastor EA Adeboye) Manatu Autu: Saili Muamua le Atua (Seek God First). Tauloto – Salamo 63:1 “Le Atua e, o lo‘u Atua lava oe; ‘ou te ala sā‘ili ‘iā te oe; ‘ua fia inu lo‘u agaga ‘iā te oe, ‘ua ‘ou matuā naunau atu ‘iā te oe i le nu‘u naumati, e lailoa ai, e leai ni vai...” Faitauga - Tusi Paia: Salamo 63:1-8  Upu FolafolaO le tala na ou faasoa atu ananafi e faamanatu mai ai ia te au ni tama se toatolu mai Uganda na ou fetaui ai I se polokalame faakerisiano I Kenya. E sili atu le fia inu o nei tama mo le Atua I lo matou sa iai faatasi I lea polokalame. A o'o i taimi e fai ai malologa, e matou te o e faatau mai ni matou sanuisi a'o nei tama, e o pesepese viiga I le Atua. Na ou fesili iai pe aisea e le aai ai I taimi e aai ai tagata uma, ae faapea mai, e le o manatu tele latou ini meaai. Muamua, e leai se tupe e faatau ai meaai. Lona lua, o lo'o latou tatalo ia toe foi atu ma le saogalemu I lo latou atunuu e aunoa ma le fasiotia e le taitai o le malo I Uganda sa iai I lea taimi. Mo le tolu aso, sa le aai ae sa fiafia lava I latou I le auai ai I lea polokalame. Mo aso mulimuli ane o le polokalame, na ou faasoa atu iai sina meaai itiiti na maua. Ua ou fai iai e fesootai mai pe a taunuu manuia I lo latou atunuu, ma I le viiga o le Atua, na latou fesootai mai.  O lou fia ai mo le Atua e tatau ona o'o I le tulaga ua e le manatua e ai I le taimi e te saili ai I le Atua. E tatau ona e matua fiaai mo le Atua tusa pe lamatia ai lou ola ae ia e iloa atili ai o ia. Ou te ofo I nisi o taimi pe a ou faasilasila atu se anapogi ae tomumu nisi. E le fiaai tele I latou mo le Atua e ono anapogi ai mo ni nai aso I le Tausaga ina ia latalata atili ia te ia.  I le 1970, sa masani ona ou faapotopotoina nisi o le au talavou a le Redeemed Christian Church of God I se nofoaga e taua o le ‘Togalauapiga a le Au Talavou'. O nei togalauapiga e aofia ai le tau o potu e momoe ai ma meaai, peitai e masani ona vaaia, ua tau le fia aai tagata pe a uma sauniga. E masani ona ou tauanaua tagata e aai ina ia aua nei maimau meaai. Ua le toe naunau I meaai ae ua na o le Upu a le Atua. Fai mai le Ieremia 15:16 Na maua au afioga, ‘ona ‘ou ‘ai ai lea; sa ‘iā te a‘u lau afioga e fai ma mea e ‘oli‘oli ai ma fiafia ai lo‘u loto; auā ‘ua ta‘ua a‘u i lou suafa, le ALI‘I e, le Atua o ‘au. O a mea tonu o loo e fiaai ma naunau iai? Meaai? Ta'uta'ua? Tupe? Taatia ese uma ia mea a'e ia e fia ai ma fia inu i aso uma mo le Atua. Fai mai le Mataio 6:33 A ‘ia ‘outou mua‘i sā‘ili le mālō o le Atua ma lana amiotonu; ‘ona fa‘aopoopoina atu lea o ia mea uma ‘iā te ‘outou. Le au pele e, faamolemole ia sa'o le mea e ave iai le faamuamua. Fai mai Tavita I le faitauga o le Tusi Paia o le aso, e fia inu lona agaga I le Atua. E mafai ona e faia lea tala e faatatau ia te oe? TataloTama, ia faatumauina le fiaai ma le fiainu ia te oe o lo'u agaga atoa, I le suafa o Iesu, Amene.  

In this fifth podcast in our TUPE Podcast Series, Amanda Glover will be focusing on ‘who transfers' under TUPE. Looking at the definition of ‘employee' under TUPE legislation and the tests that apply in deciding if those employees transfer. Determining whether an individual is an employee is by no means an easy task and is extremely fact sensitive. In this podcast, we will examine those who are likely to fall within the definition of employee under TUPE, including: EmployeesApprenticesWorkersExecutive DirectorsSecondees provided by the transferor Agency workersGenuinely self-employed contractorsSecondees provided by a third party to work for the transferorNon-employed directorsIf you have any questions in relation to TUPE, please contact our employment lawyers for advice.

I'm delighted to be joined by Hayley Duckworth on this latest episode of the podcast. Hayley is someone I've known in a loose sense for a long time and have watched her career flourish. Like many, she began in recruitment but didn't enjoy the sales aspect to it so made the logic move into HR. Hayley has had some amazing opportunities to get exposure to some of the less-common HR activties such as mergers, TUPE transfers, and change/transformations. This leads us to discussing the HR Bingo Card (as I've defined it) and the benefits of either coincidentally joining organisations who are going through changes where you get exposure to some of these less common HR activities or seeking out roles that can give you exposure to them for your development.We also learn how Hayley did a degree whilst working full-time and then topped that by not only working full-time and studying for a Masters but then having her first child midway through the course too. Hayley currently works a four day week and one of the things that drew her to applying for her current role as Head of People at Marsden Building Society was how family friendly their advert read and the fact they were open to part-time as well as full-time applicants.As a recruiter I'm highly aware of the lack of part-time opportunities in the professional and qualified space yet the high number of people who would prefer part-time hours that would accommodate the demands of family life. It's a topic we discuss in some depth and how employers could benefit in their hiring strategies by simply being more open minded.This is a wonderful conversation and there's plenty to get from all the topics we cover so I hope you enjoy listening.Support the show

O loo te'ena e le sui faipule o Faasalele'aga 2 lona silafia o le lalolagi ua o'o iai le ST$150,000 o le vaega o le poloketi $miliona mo lona itumalo. Na ia faaalia o le tusi siaki mo tupe fa'aalu o le poloketi, o loo gafa taulima e le failautusi o le poloketi.

I faamaumauga a le Australian Bureau of Statistics, i le va o le 1960 ma le 1970, na o'o i le 16% o tupe faaalu poo le disposable income o le aiga Ausetalia na mafai ona sefe. Ae ona o le taugata o le tau o le soifuaga ua iai nei, na o le 1.1% o le disposable income o aiga Ausetalia o loo mafai ona sefe i tausaga ua tuana'i. O le fesili: A faapea o le 1.1% lea i aiga i Ausetalia, ae faapefea aiga Samoa i Ausetalia, Niu Sila, Amerika ma Samoa? O le a se pasene e mafai ona sefe mai le disposable income a aiga Samoa ina ua uma ona totogi pili ma le faatau, ma le anoanoa'i o faalavelave?

OPEN HEAVENSMATALA LE LAGI MO LE ASO FARAILE 22 TESEMA 2023 Manatu Autu: O le galueaina o tupe I auala a le Atua (God's banking system) Tauloto – Mataio 19:29 “‘Ai sē tasi ‘ua ia tu‘ua o fale, po o uso, po o tuafafine, po o le tamā, po o le tinā, po le avā, po o le fānau, po o fanua ‘ona o lo‘u igoa, e maua e ia e ta‘isautuaselau, e fai fo‘i mōna tofi le ola fa‘avavau..” Faitauga - Tusi Paia: 2 Korinito 9:6-8 Upu FolafolaO le auala e galueaina ai tupe e le Atua e ese mai lava I ala masani o faletupe. E le faapei o faletupe masani I le lalolagi, e tatau ona teuina au tupe ona faatoa mafai lea ona e talaina se tupe. O faletupe i le lalolagi e masani ona toese a latou tau po'o le totogi o le auaunaga, ma e uma ane ua itiiti atu lau tupe ua tala I tua I lo le aofai na iai ina ua teuina. Ao le faletupe a le Atua, e pau le mea e te manaomia o se mafutaga vavalalata ma ia, o Lē e ona le faletupe ma oe, e agavaa ma faatagaina e tala tupe mai lana faletupe. Mo nisi, e avatu e le Atua le faatagana ma le avanoa tuu saunoa e tala ai tupe mai lana faletupe. Ao nisi, e na te Faataga e tala na o vaega e fua I le malosiaga e mafai ai ona tauaveina mai lea taimi I lea taimi, o nisi e avatu iai le faatagana e tala na o se vaega I lena taimi e tasi. Ou te leiloa ia te oe, a'o a'u, ou te manao e aumai e le Atua ia te a'u le avanoa tuu saunoa e tala tupe ai mai lana faletupe I soo se taimi.  I le 1 Tupu 17:8-16, o loo tusia ai le tala I le fafine ua oti lana tane na ia foai atu lana meaai mulimuli I le perofeta a le Atua, ma na amata atu i le aso lena seia oo atu I le sili atu ma le tolu Tausaga, na matua faulai le tele o meaai I lona fale I aso uma. O le tulaga lena e ta'u o le talaina o tupe e tuu saunoa mai le faletupe a le Atua. I le 2 Tupu 4:1-7, sa iai foi se tasi fafine ua oti lana tane sa iai se mea na ia manaomia. Na foai atu iai e le Atua le avanoa e maua ai se uu mai le faleoloa a le Atua ma ina ua tumu uma fagu omea na maua e lenei fafine, ona taofia ai lea o le tafe a le uu. O le talaina lena o tupe e fua I lona malosiaga e tauaveina ai. I le Mataio 17:24-27, ina ua fesiligia e nisi Peteru e tusa ma le lafoga a Iesu, na faatonu e Iesu Peteru e alu e fagota ma aoina mai le tupe e totogi ai lafoga mai le gutu o se ia o le a maua I lana fagota. O le talaina lea o tupe e fua I le mea o loo manaomia I lea taimi.  O lo'u Tama faaleagaga o Pa Josiah Akindayomi, o le na faavaeina le Ekalesia Redeemed Christian Church of God, na ia faamatalaina se aso na ia ole atu ai ma tagi atu I le Atua mo se meaai ae na faapea mai le Alii, ‘fai I lou toalua, mai I le ulo supo lena, ia tago e asu mai ai le meaai mo aso uma, ae ia aua lava nei tilotilo I totonu'. Na ia tau atu I lona toalua le faaaliga mai le Alii ma na amata mai le aso lea, na matua maua pea ma faulai ituaiga supo eseese na asuina mai le ulo lea seia oo I le aso ua matua le mafai ona taofi le fia iloa e lona toalua ma tilotilo loa I totonu o le ulo. Ua ia iloa ai, e leai ma se mea I totonu o le ulo. O le faataitaiga lea o le talaina mai e tusa ma le mea o loo manaomia I le taimi lea.  Le au pele e, o le mafai ona talaina mai o so'o se mea mai le faletupe a le Atua, e ao ona e osia se mafutaga vavalalata ma le Atua e ala I le taliaina o Iesu e avea ma ou Alii ma Faaola. Afai e te naunau e te maua e lē aunoa le faulai o mea mai le Atua, e ao ona saunia lou tagata e foai atu mea faalelava o lo'o ia te oe, I le suafa o Iesu, Amene. 

Clare County Council is reassuring that jobs will be protected under a new deal which will result in the outsourcing of retail, food and beverage services at its newly acquired Shannon Heritage sites. As part of a corporate restructuring of Shannon Heritage DAC, the local authority will be appointing two specialist operators for the services at Bunratty Castle and Folk Park, Craggaunowen, Knappogue Castle and the retail unit at the Cliffs of Moher Experience. The Council has confirmed that all 66 full-time and part-time employees will be transferred to the new operators in April 2024 and that staff pay and conditions will be protected under the Transfer of Undertakings (Protection of Employment) Regulations. A tender process is due to get underway in December, with the sccuessful companies to commence operating in May next year. However, SIPTU Divisional Organiser Rachel Keane has been telling Clare FM's Daragh Dolan that staff need urgent clarity on the future of their positions. Statement From Clare County Council: As part of a corporate restructuring of Shannon Heritage DAC, Clare County Council has confirmed it will be appointing two specialist retail, food and beverage operators for its newly acquired visitor attractions. A key requirement of the operating conditions will be that all future service providers must support local suppliers and producers in Clare. All 66 employees, including 31 Full Time and 35 Part Time workers, will be transferred to the new operators in April 2024. Staff pay and conditions are protected under the Transfer of Undertakings (Protection of Employment) Regulations, also known as TUPE. This restructuring follows the tried and tested business model at the Cliffs of Moher Experience where specialist retail and food operators are already in place. Two tender processes for retail and the provision catering services, including banqueting food preparation and food and beverage operations, will commence in December 2023 at the Shannon Heritage sites. It is anticipated the successful companies will commence operating in May 2024. Clare County Council's ongoing commitment to Bunratty Castle and Folk Park, Craggaunowen, Knappogue Castle and the retail unit at the Cliffs of Moher Experience is reflected in a €14.7m capital investment being made in 2023 and 2024. The Local Authority, supported by government, has already invested more than €4m in Bunratty Castle and Folk Park, Craggaunowen, Knappogue Castle and the retail unit at the Cliffs of Moher since the Shannon Heritage properties were transferred from The Shannon Airport Group in May 2023, while €2.9m has been invested in upgrading the Vandeleur Walled Garden and Visitor Centre in Kilrush. An additional €7.8m has been earmarked for investment during 2024 in the Clare County Council owned portfolio of attractions, which includes Inis Cealtra (Holy Island Visitor Experience) in Mountshannon, the Cliffs of Moher Experience and Loop Head Light house.

O se polokalame na sauaina ai nisi o tagata ma na solitulafono le auala na faia ai. O se faai'uga lea a le Komisi su'esu'e, le Robodebt Royal Commission i le polokalame a le faigamalo a le soofaatasiga na te'a nei lea na aoina ai le 'ova i le $750 miliona mai tagata na tuua'ia e le malo na aitalafu i tupe o penefiti. O nei aitalafu na mafua mai i se polokalame computer na fuafuaina totogi o penefiti, ae na iloa mulimuli ane le tele o sese ma faaletonu ma tupu mai ai.

Actress Tupe Lualua and Director Nina Nawalowalo of the upcoming documentary "The Boy Called Piano; the story of Fa'amoana John Luafutu" come on to talk abou the film that premieres in Los Angeles on 11/11 this weekend.

In this episode, the final part of the three part series, you will learn about TUPE, including:managing TUPE redundancieschanging terms and conditionsThis podcast  is supported by WorkNest and by Watershed and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals). If you're an HR Professional, come and join me at www.hrsecretstour.com

Learn all about TUPE with Daniel Barnett in this three part series. This is part two.This podcast  is supported by WorkNest and by Watershed and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).If you're an HR Professional, come and join me at  www.hrsecretstour.com

This podcast  is supported by WorkNest and by Watershed and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).If you're an HR Professional, come and join me at www.hrsecretstour.com

Ua aumaia i fautuaga a le Komisi na iloiloina le tulafono faigapalota ma mata'upu na tula'i mai i faigapalota na te'a nei, le tatau ona faatulafonoina se Sa i se faigamalo tausi (caretaker government) ona tapenaina ma faatulaga se tala i le tupe o le malo Samoa.

Everything is fixable :Resilient Leadership: A Blueprint for Personal and Professional Growth :Carolyn Preston Resilience is an essential skill that everyone needs to succeed. It's the art of effectively confronting and triumphing over challenges while safeguarding one's well-being. Rooted in guidance, inner strength, and self-awareness, resilience isn't always innate but often requires the hard-earned currency of effort to forge its foundation. Building your resilience muscle requires tenacity to handle challenges that life throws at you with diligence to refine your confidence and ability to navigate life's uncertainties. Resilience doesn't equal constant toughness but rather the acceptance of life's challenges and the development of adept skills to tackle them. In this episode, Carolyn Preston shares her inspiring journey of resilience as an adept HR and organisational development specialist. She also offers valuable tools for cultivating resilience, adaptability, and a positive mindset within professional and personal spheres and how to leverage them to ignite inspiration and provide unwavering guidance for our teams with a steady hand at the helm.   Carolyn Preston is a human resource consultant and practitioner with over 20 years of experience and a proven track record of strategic thinking and implementing people management initiatives. Carolyn has a wide variety of generalist HR experience and in-depth knowledge of employment legislation, having dealt with complex employee relations matters, significant recruitment campaigns, attendance and performance management and all aspects of HR policy and procedures, including redundancies and TUPE in a unionised environment. She is also a qualified leadership coach and has designed and delivered management development training that has positively impacted the success of the organisations she has worked with.   Tune in!   Key Highlights from the Episode; [00:01] Episode intro and a quick bio of the guest; Carolyn Preston [01:13] Carolyn's background and what she does in the HR space [03:18] What resilience means to Carolyn and how she helps people cultivate it [06:01] Why resilience is an essential skill for everyone to succeed in life [08:08] How developing resilience helps build a positive mindset and outlook [10:05] How Carolyn built her resilience muscle in the workplace and personal life [14:41] What keeps people employable and the skills you need to develop   [16:54] The roles organisations have in supporting the delivery of employability skills [22:02] Why emotional awareness is instrumental in building personal resilience [26:45] How to build a resilience culture as the leaders in your organisation [28:31] How stress management goes hand in hand with emotional awareness [31:52] Carolyn's message to her younger self [33:44] Best ways to reach out and connect with Carolyn [34:38] Wrap up and end of the show Notable Quotes Resilience is dealing with and overcoming a challenge without it impacting your well-being; it requires guidance, strength, and awareness, and it doesn't always come naturally to people. [03:34] If you want something, you must put in some effort to get it; the hard way equals results, which builds resilience. So, keep going until you achieve something, even though there are challenges along the way. [05:10] The more challenges you deal with, the more confidence you gain, and the more naturally you build your resilience to deal with whatever comes next. [07:30] To be resilient, you don't have to be tough or strong all the time; to be resilient is to accept that life throws challenges at you, accept that there will be difficulties, and just develop the skills to deal with them effectively. [11:34] As leaders and managers, if we adapt our skills, grow, learn and develop through our daily experiences; a little bit of theory can help us approach things in a more structured way. [22:49] If leaders in a business demonstrate that they are calm, intuitive, adaptable and resilient when challenges come, they will gain credibility, respect and people will follow through with the feeling they are in control. [26:52] Resources Mentioned: Daniel  Goleman: Leadership tool kit Emotional Intelligence and Why It Matters More Than IQ Let's Connect Carolyn Preston

OPEN HEAVENSMATALA LE LAGI MO LE ASO FARAILE 30 IUNI 2023 Manatu Autu:  Siaki tupe tatala a le Atua (God's Blank Cheque) Tauloto – Tusi Paia: Tanielu 12:3 ‘‘O ē popoto fo‘i, e fepulafi i latou fa‘apei o le pupula o le lagi; o i latou fo‘i ‘ua fa‘aliliu ai tagata e to‘atele ia amiotonu e pei o fetū i latou e fa‘avavau fa‘avavau lava...” Faitauga - Tusi Paia: Ioane 15:16 Upu FolafolaIoane 14: 14 ‘Āfai tou te ole atu i se mea i lo‘u igoa, ‘ou te faia lava. I se isi faaupuga, o loo faapea mai Iesu I le fuaitau o loo taua I luga, ‘ou te avatu le siaki tupe e tatala mo oe'. O le a tatou talanoa I le auala e mafai ai ona e maua lenei siaki tupe e tatala.  E foai e le Atua siaki tupe tatala I tagata e naunau o latou loto I galuega alona malo I le lalolagi nei. Fai mai le Ioane 15:16 Tou te le‘i filifilia a‘u, ‘ae na ‘ou filifilia ‘outou ma ‘ou tu‘uina atu ‘outou, ‘ia ‘outou ō ma ‘ia ‘outou fua mai ni fua, ma ‘ia tumau o ‘outou fua; ‘ina ‘ia foa‘iina atu ‘iā te ‘outou e le Tamā mea uma lava tou te ole atu ai ‘iā te ia i lo‘u igoa. O lo'o faapea mai o ia I le fuaitau o lo'o taua I luga, afai e te manumaloina agaga ma a'oa'oina I latou ina ia malolosi I le Alii, e mafai ona e fai atu I le Atua mo so'o se mea I lona suafa, ona ia faia lea.  Afai e te muai saili I lona malo e sili atu I lo seisi lava mea, o lona uiga na te faia so'o se mea e te manaomia (Mataio 6:33). E masani lava ona ou faapea o le Atua o le tusitala, ua maea ona ia muai tusia le tala o mea uma o le a tutupu I le lumanai I le lalolagi. I le 1 Tupu 3:5-14 ina ua foai atu e le Atua se siaki tupe tatala ia Solomona, ua maea ona ia silafia le gataaga mai le amataga. Ua ia silafia o le a saili mai lenei tama mo le poto e taitaia tagata o le Atua, ma ina ua ia ole atu, na faaopoopo iai e le Alii le tamaoaiga, le filemu ma mea uma e ono manao iai le tagata. A silasila mai le Atua I lou loto e naunau I le faaolataga o agaga ma le faataunuuina o lona malo I le lalolagi nei, e te maua mai ia te ia mea uma o lo'o faigata ona maua e le toatele o tagata.  Saili I le malo o le Atua ma le filiga, saili ia mautinoa e faia lona finagalo I le lalolagi e pei ona faia I le lagi. E te vaai iai e te tau matamuli I le faulai o faamanuiaga e te ono faapea atu ai I le Alii, ‘ua matua lava lea le Alii e'. Ia e foai I le galuega a le Atua, alu e talai atu ia fai ma au masani, saili ma a'oa'o I tagata faatoa faaolaina ina ia mautinoa o lo'o tumau I le lafu mamoe a Keriso. Ia iloa mai e le Atua lou filiga I lana galuega ona ia taui mai lea o oe I se siaki tupe tatala. O le a le taimi mulimuli na e manumaloina ai se agaga mo le Atua? I le suafa o Iesu Keriso, Amene. 

O le a maua faamanuiaga tau tupe mo i latou e iai aafiaga tumau

In this episode 206 of the podcast I bring you a run down of the proposed changes to employment law announced by the government on the 10th May 2023. The gift that keeps giving….covid and furlough employment cases. In this episode of the podcast I cover: The change announced in regard to the sunset bill. The fact that EU laws will be retained unless specifically revoked (for the time being at least). Some welcome changes to working time rules. Changes to holiday pay and calculations. Changes to TUPE transfer requirements. Making non-compete clauses post-termination no longer than 3 months. The decision of the Employment Appeal tribunal in the case of Lovingangels Care Ltd v Mhindurwa where furlough was not considered as an alternative to redundancy.   You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65   If you want to ensure that you are up to date with employment law changes then subscribe to the podcast and our newsletter. To be added to the distribution list for the free fortnightly newsletter please email kathy@realemploymentlawadvice.co.uk.   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

OPEN HEAVENSMATALA LE LAGI MO LE ASO GAFUA 15 ME 2023 Manatu Autu:  Saoloto mai saisaitiaga tau tupe (Freedom from financial Captivity) Tauloto – Tusi Paia: Teuteronome 28:12 ‘E tatala mai e le ALI‘I lana tu‘ugā‘oloa lelei ma oe, o le lagi lea, e foa‘iina mai ai o le timu i lou nu‘u i ona po e tatau ai, a fa‘amanuia ai fo‘i mea uma ‘e te faia i ou lima; ‘e te avatu mea i nu‘u e tele, a ‘e te lē nonō atu'.  Faitauga - Tusi Paia: 2 Tupu 4:1-7 Upu FolafolaE i ai tagata o loo saisaitia I tulaga tau tupe. I le Hakai 1:6, o lo'o taua I le Tusi Paia e mafai ona galue se tagata mo totogi tau tupe ae peitai, e peiseai o lo'o pau I se ato o loo iai se pu. I nisi faaupuga, e mafai e lea tagata ona maua tupe, ae e mou atu lava. E iai tagata e mataituina lelei le faaaluina o le tupe ae peitai e ofo po'o fea ua alu uma iai le tupe on aua leai se mea o totoe. Ou te malamalama lelei I lenei tulaga ae ou te lei feiloai ma le Alii o Iesu Keriso, na faapena tonu lava le tulaga na ou iai. E iai agaga ma malosiaga e galulue mai ina ‘aua lava nei maua ni taui lelei o tupe o lo'o e maua, peitai o lena tulaga e gata I le aso, I le suafa o Iesu.  E tusa ma le Faaaliga 3:7, o Iesu Keriso o loo ia te ia le ki a Tavita ma o mea uma na te tatalaina, e le mafai e se tagata ona tapunia, ae o so'o se mea e na te tapunia, e le mafai e se tagata ona tatalaina. O le aso, o le a ia tapunia le faitotoa iai latou o loo aveina au tupe ma ia tatalaina le faitotoa o faamanuiaga mo oe, I le suafa o Iesu.  O le nofo aitalafu, o le saisaitia lea tulaga, ae e mafai e lo'u Atua ona faamamaina aitalafu I totonu o le luasefulufa itula (Faataoto 22:7). E iai se tasi o o'u atalii na sau I le fonotaga a paaga a le Ekalesia ma sa ou tatalo o leisi taimi ou te vaai ai ia te ia, o so'o se aitalafu o loo faamauina I lona igoa o le a totogiina uma. Na ia faapea mai ‘Amene' ae sa ia manatu e faigata ona talitonu iai. I ni nai aso mulimuli ane, o le pule o faletupe sa nofo aitalafu ai ua valaau mai ia te ia ma fesili mai ‘e faapefea ona e totogiina lau aitalafu?' Na tali atu lou atalii , ‘Lau afioga, tusa pe ou te totogiina se tupe tele mo aso uma o totoe o lo'u olaga, e le taitai ona lava ma maea ai ona totogi le aitalafu ma e tatau ona e iloa'. Ua 50 tausaga o lona soifua. E lei leva ni nai aso, ae tusi esea e le faletupe lana aitalafu. Afai o lo'o iai ni aitalafu o loo faamauina ia te oe I le taimi nei, ou te folafola atu, o le a faamamaina I totonu o le luasefulu fa itula I le suafa o Iesu.  E iai nisi o taimi, e le faapea e na o se tagata se toatasi o loo saisaitia, ae aofia ai le aiga atoa. Ana le seanoa le Atua I totonu o le aiga o le au Adeboye, e leiloa pe o lo'o avea pea lo matou aiga o se aiga pito sili ona matitiva I totonu ole matou nuu I le aso. Sa le mafai e ou matua ona totogi la'u aoga, ae o le Atua Silisili Ese na ia saunia mea uma ou te aoga ai ma o'o atu ina maua le faailoga pito maualuga o le PHD ma ia siitia pea a'u I luga e faifai pea. O le aso, I le alofa tunoa o le Atua, o le aiga o Adeboye ua avea ma faamanuiaga I lo matou nuu atoa. Afai e mativa lou aiga, e mafai e le Atua ona siitia lou aiga mai le tulaga mativa I le suafa o Iesu.  TataloTamā, fesoasoani mai I lo'u aiga ma ia faamamaina uma aitalafu ma faamanuia I lo'u aiga ia faulai ina ia avea I matou ma faamanuiaga I nisi o tagata e toatele I le suafa o Iesu Keriso, Amene.

E le'i maua tonu se aofa'i o le sa'iliga tupe a le Lakapi Samoa i le leitio, televise ma le 'upega tafa'ilagi, atoa ai ma fesoasoani mai pisinisi i le atunu'u.

E $15 Bil le aofa'i o se faaputuga tupe ua faaagaga e le malo tele mo le toe tuleia o le gaosiga o 'oloa i totonu o Ausetalia. O loo faitioina e le ituagai i le finauga e tatau ona muamua 'ave se faamama'avega i pisinisi i le taugata o le tau o le 'eletise.

O se malo a'ia'i mo leoleo a Ausetalia (AFP)

E $1.2 trillion na felafoa'i i tupe faamomoli i atunu'u o le lalolagi i le tausaga lenei 2022.

Fautuaina faletupe ia silasila i auaunaga o loo ofoina ma aafiaga o le sauaina i tulaga tau tupe

In the first of our set of three TUPE podcasts, partners Mark Hammerton and Huw Jones discuss the origins and legal principles around TUPE.

In the second of our set of three TUPE podcasts, partners Mark Hammerton and Huw Jones explore what complexity TUPE causes on transactions involving people issues.

In the third of our set of three TUPE podcasts, partners Mark Hammerton, Huw Jones and Tom Bray focus on how business works with TUPE and what changes may be in the pipeline.

Adrian Martin, head of the employment team at law firm Burges Salmon, discusses the tricky issues that can crop up when there are multiple contractors in a TUPE transfer, and how both outgoing and incoming employers can navigate these issues. Adrian takes you through the legal and practical issues involved in service provision changes, including: when and why TUPE might apply; the "fragmentation" of services; recent case law; and how HR can help to structure and shape the services to achieve the commercial objective.

In this episode of The Proskauer Benefits Brief, partner David Teigman, senior counsel Nick LaSpina, and special international labor & employment counsel Nicola Bartholomew, discuss differences between asset sales in the US and the UK, with respect to transfers of employees.  In short, there are significant differences that are not necessarily intuitive to US practitioners.  In the US, parties will have commercial freedom to make offers of employment and negotiate terms, whereas in the UK employees will transfer automatically as a result of TUPE and a number of significant protections and obligations apply that will need to be factored into the deal. So be sure to tune into this informative discussion about employment and benefits issues in asset sales in the US and the UK. 

In our latest podcast we are joined by Tim Leaver, Partner and Dave Palmer, Senior Associate in our Employment team, who are discussing TUPE and why Real Estate sector clients need to consider this in their transactions. The conversation includes: What is TUPE; under what circumstances does it apply and what are the pitfalls in not considering TUPE early in a transaction. Speakers: Sarah Lockwood, Senior Associate, Real Estate; Tim Leaver, Partner, Employment and David Palmer, Senior Associate, Employment