In this section:

• Current rates and limits
• Downloads
• Changing employment terms and conditions
• Collective bargaining, employee involvement and industrial action
• Data protection under the General Data Protection Regulation (GDPR)
• Discipline, grievance and performance
• Discrimination equal pay gender pay reporting and whistleblowing
• Employment contracts and policies
• Employment tribunals and remedies
• Family rights and flexible working
• Pay and benefits
• Recruitment
• Redundancies
• Sickness and incapacity
• Termination of employment
• TUPE transfers
  • Change and reorganisation where TUPE applies
  • Deciding if TUPE applies
  • Deciding who and what transfers under TUPE
  • Employees who object or resign over a TUPE transfer
  • Informing and consulting employees on a TUPE transfer
  • Sharing employee information in a TUPE transfer
  • Special TUPE rules for insolvent businesses
  • TUPE downloads
    • Checklist - example FAQs by transferring employees about a proposed transfer
    • Checklist - key steps for old employer in a TUPE transfer
    • Checklist - key steps for the new employer in a TUPE transfer
    • Form - confirming objection to TUPE transfer
    • Form - notice informing affected employees about elections of employee representatives and inviting nominations for statutory consultation
    • Form - notice of ballot to elect employee representatives for statutory consultation
    • How to - conduct a pre-transfer redundancy consultation
    • How to - conduct a tupe information consultation process
    • Letter - confirming new employer after TUPE transfer
    • Letter - from old employer to new employer agreeing to supply TUPE due diligence
    • Letter - from old employer to new employer stating TUPE applies and requesting measures
    • Letter from old employer to new employer supplying TUPE employee liability information ELI
    • Letter - from new employer to old employer declaring measures under TUPE
    • Letter - from new employer to representatives at the start of TUPE information/consultation
    • Letter - from old employer to representatives at the start of TUPE information/consultation
    • Letter - from old employer to transferring employee confirming arrangements for transfer
    • Letter - from the new employer to old employer cancelling election to carry out pre-transfer redundancy consultation
    • Letter - from the new employer to old employer electing to carry our pre-transfer redundancy consultation
    • Letter - to employee representatives at the start of pre-transfer redundancy consultation
    • Letter - to employee who is objecting under a TUPE transfer
    • Letter - to employee who is resigning citing TUPE material detriment or fundamental breach
    • Table - common employment terms and benefits and whether they transfer under tupe
    • Table - factors to consider when deciding who is assigned to transfer under tupe
    • Table - options for changing terms after TUPE transfer
    • Table - sharing employee information on a TUPE transfer
    • Traffic light tool - recognising a business transfer
    • Traffic light tool - recognising a service provision change
• Types of workers and working arrangements
• Working time and time off
• HR Health Check
• Management effectiveness - gap analysis tool