Jeanne Rossouw

Solicitor and mediator

Jeanne has been an employment lawyer for over 25 years. Since moving to London from South Africa in 2002, she has worked as an employment law adviser in the newspaper industry, and, after completing the Qualified Lawyers Transfer Test in 2006, as a solicitor at boutique employment firm, Synergy Employment Law (founded by the former Head of Employment at Davenport Lyons) and in the employment team at LexisNexis.

Prior to this, Jeanne qualified into an employment and human rights firm of attorneys in South Africa in 1995 and then taught labour law in the law faculty at the University of the Western Cape, which also involved coordinating research and training programmes predominantly for trade union clients on behalf of the faculty’s labour law unit.

She was appointed a part-time Commissioner by the Commission for Conciliation, Mediation and Arbitration (CCMA) in 1999, where she conciliated and arbitrated labour disputes in South Africa before relocating to London.

Jeanne has a particular interest in mediation and other forms of non-court-based dispute resolution and is a CEDR-accredited civil and commercial mediator.

Jeanne is currently working as a mediator, specialising in workplace and employment disputes and writes on a freelance basis for LexisNexis and Tolleys on employment law topics.

Contributed to

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Transfer of undertakings (TUPE)—client guide

Precedents

This guide provides general information about the Transfer of Undertakings (Protection of Employment) Regulations 1996 (TUPE). Your employment lawyer will be able to provide specific advice based on your circumstances.What is TUPE?TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006, referred to in this guide simply as ‘TUPE’.The purpose of TUPE is to protect employees’ rights when the business, part of the business or the service they work in transfers to a new employer. This may occur when a business or part of a business is sold, or work is outsourced, brought back in-house or moved from one contractor to another.In practical terms, the effect of TUPE can mean that:•transferring employees automatically transfer to the new employer (known as the transferee) on their existing terms and conditions•their continuity of employment is preserved•dismissals or contract changes connected with the transfer are restrictedTUPE also sets out specific obligations for the existing employer (known as the transferor) and the transferee to provide information to and, in certain circumstances to consult with, representatives

Employment