Employer pack · £19, or included in the Business plan

TUPE pack

Employee liability information schedule, letters to affected staff, and information and consultation letters for representatives.

For an employer on either side of a TUPE transfer: a business sale, or a service being outsourced, re-tendered or brought back in-house. Tell us which side you're on and the letters change to match. Use it as soon as a transfer is likely, so there's time to elect representatives, inform and consult, and send the employee liability information at least 28 days before the transfer.

Your organisation

Organisation nameAddressShown at the top of each letter. One line each, or separated by commas.Who signs the lettersTheir job titleHR contact for questions

The other organisation

Organisation nameAddressContact name (optional)Who your letters to the other organisation are addressed to.

The transfer

Are you the outgoing employer (transferor) or the incoming employer (transferee)?This changes which letters are made.

Type of transferA business transfer is a sale of a business or part of one. A service provision change is a service moving to a contractor, between contractors, or back in-house.

What is transferring, and whyA few short sentences. This goes into the letters as the description and reasons.Proposed transfer dateNumber of employees affectedEveryone whose work is affected, including staff who stay or are already with the incoming employer.Date to put on the letters (optional)Leave blank to use suggested dates worked back from the transfer date.Measures the incoming employer envisages (optional)Changes planned for the transferring staff, such as a new pay date, place of work, systems or pension. One per line. If you're the outgoing employer, put what the incoming employer has told you. Leave blank if there are none or you don't know yet.Agency workers you use (optional)How many, where they work and what they do. This must be in the information you give. Leave blank to fill in later.

Representatives

Is there a recognised trade union for the affected employees?

Union name (optional)

If there's no recognised union, how will you inform and consult? (optional)Existing representatives must have authority to be consulted about the transfer. Informing employees directly is only allowed where there are no representatives and the next answer is yes.

Do you have fewer than 50 employees, or are fewer than 10 employees transferring?If yes, and there are no representatives, you can inform and consult each employee directly (regulation 13A).

Employees assigned to the transfer

Employees assigned to the transferring workEach person gets a letter, and a row in the employee liability information workbook.

Person 1

NameJob titleStart of continuous serviceHome address (optional)

What you get

Timeline and checklistDated steps worked back from your transfer date, and what the law requires on information and consultation, measures, employee liability information, pensions, dismissals, changes to terms and objections.
LettersInvitation to elect representatives, the regulation 13 information letter, a letter or welcome letter for each employee, the measures letter or request, a covering letter for the employee liability information, and a letter for anyone who objects.
Consultation meeting noteA template to record each meeting with representatives: information given, questions, responses and actions.
Employee liability information workbookOne row for each employee with every item the law requires, plus pay, hours, pension, holiday and notice. Names and start dates filled in, with notes on each column.

Still to answer: Organisation name, Address, Who signs the letters, Their job title, HR contact for questions, Organisation name….

Everything you type stays on this device. The files are made here and never sent to us. A starting point to check and adapt, not legal advice. All packs are included in the Business plan.