In these unprecedented times, Axiom Stone Solicitors will, in common with other businesses, be following the Government's official advice on social distancing and social isolating.

Public health measures must have the highest priority and, as a result, some staff will be working from home. Also, our offices will be closed to visitors.

However, we wish to reassure existing and potential clients that we will continue to provide the highest levels of service.

Please be assured we have a robust business continuity plan in place that is designed to minimise the impact on our service to you.

In addition, please continue to contact us electronically or by phone in relation to the progress of your matters or on any issues of concern to you.

Until further notice, service of claim forms, application notices and all other court documents and contractual notices must be made to our head office only (we shall not accept service through any other means). Our head office address is at Axiom Stone Solicitors, Axiom House, 1 Spring Villa Road, Edgware, Middlesex, HA8 7EB. We ask that all other correspondence be sent by email to the relevant member of Axiom Stone Solicitors. In the event that service of court documents or contractual notices is attempted by post, courier, DX, or fax to any address other than that of our Head Office, we cannot provide any assurance that they will be received or processed. We are grateful for your understanding at this time.

We will update this information regularly on our website (Please see COVID-19 Updates Here) and via social media.

Finally, we urge everybody to follow the official advice on fighting the virus outbreak so enabling you to stay safe and well.

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Transfer of Undertakings Protection of Employment Regulations (TUPE)

Whether a business or part of a business is transferring to a new employer by way of a merger or sale of a business, or contracted work is reassigned or brought in-house, TUPE will apply.

TUPE is notoriously complicated and wherever possible legal advice should be sought as to whether it applies and what the implications are. Consequences of TUPE applying:

  • Anyone employed before the transfer will automatically transfer to the new business (unless they are made redundant or the business is insolvent)
  • Existing contract terms and conditions transfer over (including holiday entitlement)
  • Continuity of employment is maintained
  • All rights and liabilities under the employment contract pass to the new employer including claims for automatic unfair dismissal by reason of the transfer and any other employment claims arising from the transfer
  • Certain Employee Liability Information must be given by the seller to the buyer 8 days before the transfer
  • Both seller and buyer should inform and consult with elected representatives regarding the transfer and if they fail to do so, can be penalised financially by the Tribunal with an award against them of up to 13 weeks’ actual pay for each affected employee
  • Employers with less than 10 employees can inform and consult directly with affected employees