In this scenario, the transferee will need to consider: • whether there is a contractual right to make the proposed change to the employees’ place of work, and • whether such a variation is permitted under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE 2006), SI 2006/246 Contractual issues From a contractual point of view, the first step, having ascertained what the contractual terms are, is to establish whether the change envisaged by the employer: • is already permitted by those terms, or • may not affect the actual terms of the contract Assuming that it is necessary to vary the contractual terms, the next step is to establish whether the existing contractual terms have adequate inherent flexibility to enable the employer to introduce the proposed changes without having to amend the contracts of employment themselves. Where a change in employment arrangements involves a contractual change, common law requires that the employee (or, where terms are collectively bargained, recognised trade unions)