England and Wales commercial and regulatory procedures
How current must employee liability information be when notified?
Information as at a specified date no more than fourteen days before notification. Supply sufficiently current information and state its date. This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
- Period
- Information as at a specified date no more than fourteen days before notification
- Trigger
- Actual notification to the transferee
- Rule
- The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6). The retained source governs supply sufficiently current information and state its date. This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
Source guide · No automated date
Check the applicable procedure
This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty. Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5). The actual actual notification to the transferee and required completion must be established before using a final date.
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How current must employee liability information be when notified?
Information as at a specified date no more than fourteen days before notification. Supply sufficiently current information and state its date. This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
Responsible actor. Transferor supplying employee liability information.
Actual notification to the transferee.
This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)How does this provision count time?
- Supply sufficiently current information and state its date.
- Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5).
- This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5).
Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5). This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)Which facts prevent one automatic date?
This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty. Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5). The actual actual notification to the transferee and required completion must be established before using a final date.
The transferor supplying employee liability information has established the applicable procedure and actual notification to the transferee. This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty. Supply sufficiently current information and state its date. Information as at a specified date no more than fourteen days before notification. No computed final date is supplied.
A proposed completion raises a nonbusiness-day or time-boundary question for supply sufficiently current information and state its date. Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5). Resolve this boundary under the identified provision and actual completion route. Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5).
A pack was prepared well in advance but is not refreshed before notification. This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty. This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty. No automatic final date follows from this scenario.
Which conditions and exceptions apply?
- Applicable procedure and actual event
- This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
- Counting and completion boundary
- Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5).
- This is an information-age requirement. It does not create a fourteen-day filing period or replace the twenty-eight-day advance-notification duty.
- Transferor supplying employee liability information. Actual notification to the transferee. Supply sufficiently current information and state its date. Measure backwards from actual notification to the stated information date. Retain later-change notification under regulation 11(5).
What must the responsible actor complete?
Questions about this procedure
How current must employee liability information be when notified?
Is the fourteen-day rule a deadline after transfer?
No. It limits the age of information at notification.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)Must the information have a specified date?
Yes. Regulation 11(3) expressly requires a specified date.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)Does early pack preparation alone satisfy the rule?
The information must remain current to a date no more than fourteen days before actual notification.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)What if information changes after notification?
Regulation 11(5) requires written notification of changes.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)Does this replace the twenty-eight-day lead time?
No. The currency and advance-notification requirements apply separately.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)Can a court holiday make older information current?
No. The provision concerns actual information age, not court filing access.
The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6)Official sources and review
Provisions used (1)
| Provision | Purpose |
|---|---|
| The Transfer of Undertakings (Protection of Employment) Regulations 2006, regulation 11(3), (5) and (6) | Check the identified procedure, event, counting rule or qualification |