The transfer of an undertaking from one employer to another is not a rare occurrence. Greater competitiveness in the private sector leads to situations where enterprises are seeking to consolidate resources in tight markets. Weak companies are also bought by stronger companies in the same field. Neither is the public sector immune from this phenomenon.

The resulting mergers and takeovers create an enormous sense of insecurity for employees. A European Directive resulted in the European Communities (Protection of Employees on Transfer of Undertakings Regulations) 2003.  This is a complex area of law and it is always advised to seek Trade Union assistance when faced with such situations. This article will look at the necessary basic components for the application of the Regulations.  We will examine the situations where the regulations apply. We will consider also the protections afforded to employees as well as the information and consultations requirements. Finally, we’ll look at the enforcement procedures inherent in the Regulations.

What are the necessary components for the Regulations to apply?     

There are 3 fundamental components:

  • A transfer from one employer to another
  • An Undertaking
  • Employees

The Regulations do not apply in a situation where another company buys the majority of shares (share sale). It can apply to a management buy-out and outsourcing, for example. A legal transfer can include the assignment or forfeiture of a lease or a merger.


Could you be more specific on the transfer from one employer to another?

Yes. The transfer must be an economic entity which retains its identity and there must be a change of employer. In a simple example, a chocolate factory must retain its identity as a chocolate factory with the new employer. If the factory, for example, was immediately converted to a furniture factory by the new employer, then the regulations would not apply.



I work for a charitable organisation which has been taken over by another charity. Neither organisation operates for gain. Am I covered under the Regulations?

Yes. Operating for economic gain is not a necessity and it can therefore include charities, local authorities, health boards, schools and colleges, state and semi-state bodies etc.

What protections do employees get?

  • Recognition of prior service in the previous employment
  • Trade Union representational rights and collective bargaining if in existence at the time of the transfer
  • Bonus entitlements, commission etc.
  • All other terms and conditions of employment

Are my pension rights protected?

No. This is one of the weaknesses of the legislation. However, the new employer is obliged to protect and preserve the pension fund which was already in existence.

Can I be dismissed because of a Transfer?

An employee cannot be dismissed for grounds related to the transfer however an employer may use the ETO (Economic, Technical and Organisational reasons) defence to restructure an organisation after the transfer. This could an include an attempt to introduce redundancies.

Surely that is a major weakness from a worker’s point of view?

Agreed. There is no timeline specified as to when an employer can attempt to change conditions or introduce redundancies based on the ETO defence. However, third party bodies like the Workplace Relations Commission and the Labour Court would demand a considerable amount of economic evidence from an employer if such a defence is invoked, especially in situations where such a restructuring is attempted within a relatively short time period after the transfer. The role of the Trade Union is crucial in such situations if such attempts by employers are to be successfully re-butted and a claim for Unfair Dismissal is to be made.

What are the obligations to consult?

The “transferor” (original employer) and “the transferee” (new employer) must give information to employees with regard to the date, reasons and the probable legal and social effects of the transfer on the employees. The employer must give this information and consult also with the trade union or representatives of the employees, in the absence of a trade union, not later than 30 days before the transfer is carried out, and in any event in good time before the transfer is carried out. This consultation must be carried out “with a view to seeking agreement”.

Where are complaints processed if I believe my rights are being denied?

Complaints must be made within 6 months to the Workplace Relations Commission. The Workplace Relations Commission can uphold the complaint and make the employer comply with a certain course of action. The Workplace Relations Commission can also award compensation of a maximum of up to 4 weeks’ pay for breach of the consultation and information requirements and up to 2 years pay for dismissal. Appeal is to the Labour Court within 42 days of a decision having issued from the Workplace Relations Commission.

“The above information is just a broad outline of the law and should not be used as a legal guide in this complex area. SIPTU provides a specialist individual representation and advice service for members who find themselves in trouble with their employer. The Workers’ Rights Centre can be contacted at 1890 747 881 or through the designated union official.”