I am currently looking at transferring the activities of one currently UK department overseas (outside of EU). As part of the overall process I am also looking at a more radical solution involving outsourcing completely (also probably overseas).

In both scenarios it is highly unlikely that any of the current staff would wish to relocate to the new location.

My planning assumption has been that any move would involve simply (!!)making the existing staff redundant and hiring in the new location (or rather the other way around due to training needs), and have budgeted generously accordingly.

I am now concerned as to whether, given that the jobs are moving to a separate legal entity in either case, TUPE is involved and if so what the implications might be. In particular are there any procedural matters that I need to take into account over and above normal consultation etc.

Thanks for any help.
John Farrell