How does transferring our current onsite logistics employees work?
12th February 2024
If you choose to outsource your onsite logistics, then any employees working within these roles will undergo the TUPE transfer process.
What happens to our existing people working in onsite logistics?
If your onsite logistics has always been in-house, understanding what happens to those employees whose roles will now be the responsibility of Rudolph and Hellmann Manufacturing is important. Our role is to make your operations more efficient, which we can do through process improvement and training. Ideally, we'll TUPE transfer your incumbent employees and their respective rights. It's a process we have undertaken many times before and we understand the sensitivities involved.
A quick overview of the TUPE process
TUPE stands for Transfer of Undertakings (Protection of Employment). The TUPE Regulations 2006 protect UK employees to the same terms and conditions as they had before the transfer. It applies when a business transfers to a different company (e.g. merger) or there is a service provision change (e.g. outsourcing your onsite logistics).
TUPE enables continuous employment
TUPE employees do not receive their P45s. Instead, as their new employer we use them to correctly calculate the employee's tax due, like we would a new starter but the employee does not get a copy. After a TUPE transfer an employee should be treated as having always been employed by the new employer, with the same continuity of employment (e.g. the same start date) and same terms, conditions and benefits (e.g. pay and holiday).
What happens to an employee's pension in a TUPE transfer?
The TUPE rules apply to organisations of all sizes. Employment rights covered by TUPE include pay and holidays, it does not include pensions. However, there are government measures to ensure that your Local Government Pension Scheme (LGPS) pension is protected should your job be transferred to another employer.
Can employees opt for redundancy instead of TUPE?
If an employee does not want to transfer to the new employer, they can refuse, but this would usually be classed as a resignation. The employee would have no rights to claim redundancy pay or unfair dismissal if the process has been managed properly.
Normally the TUPE process is straightforward, and transition is seamless.
When you arrive at the decision of whether to outsource your onsite logistics or not, we will have undertaken a risk assessment. This looks at any possible issues which may impact the smooth transition. TUPE is included in this and our operational experts will be able to guide you through the process – so that you understand and are comfortable with everything proposed.Back to Insights
Here’s how the 360 onsite logistics audit and assessment works!
Put us to the test, what have you got to lose?
Contact us for a FREE ‘on site' logistics audit – carried out under a non disclosure agreement - our findings will be reported in full confidence and will provide a detailed analysis of where savings and improvements can be made.
There’s only one condition - you must be UK based and be operating in the automotive sector, with a head count of around 25 - 30 or more operating in logistics roles.