Downloadable and customisable documents relating to managing Tupe.
Just to let you know... If you are an existing user before 18th September, you may notice the model documents have changed. This is to coincide with our website relaunch: we wanted to refresh the content too. Don't worry, these are not legally required changes so you can continue to use the previous version you have saved or downloaded. (We have kept the previous date as well to make it easy to reference.)
This form can be used by employees to nominate a candidate for election as an employee representative for the purposes of consultation in relation to a transfer of undertaking. The form explains how the process works and what role the representatives will play.
This ballot form should be used to communicate the candidates standing for election and what the elected representative will do. The form also explains the voting and election process and what employees should do with the form.
This letter template outlines that under The Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) the transferee is required to inform and consult the appropriate representatives of affected employees prior to any redundancy dismissals and seeks agreement from the transferor to proceed with this consultation. The letter asks for signed confirmation of this agreement.
Use this letter template to confirm to an employee that they have been elected as the representative for the purposes of consultation relating to a transfer of undertakings. Explain what the role involves and give details of any training that will be provided.
This letter can be used to arrange a final collective consultation meeting with elected representatives. If the company has fewer than 10 employees and no existing representatives, or if employees have failed to elect representatives, this letter can be amended and sent to all employees to invite them to an individual consultation meeting.
This letter may be used to confirm that a transfer is taking place, and to invite employees to an interim consultation.
This letter informs staff representatives of a proposed transfer of undertakings and invites them to arrange a consultation meeting at a mutually convenient date. The letter details the number of employees, their location and other key descriptive information and outlines the expected degree of change that these employees will experience.
This letter may be used to confirm to employees that a Tupe transfer will take place, including the date of transfer and the name of transferee company. This letter should be sent alongside the FAQ Tupe In document which is available on this page.
This letter can be sent to the transferee company to establish communication and invoke legal regulations.
This is a standard letter you can use when a member of staff is not being transferred under Tupe. This includes reasons for the employee remaining with the company.
This letter may be used when a new employee joins your company as a result of a Tupe transfer. It includes confirmation of information provided by the previous employer, notice of amendments to contract and details of how the transfer affects the occupational pension scheme.
This letter clarifies the date of termination of current employment and the extent to which the business will change as a result of the Tupe transfer. It reiterates that terms and conditions will remain unchanged, with the exception of the employee's occupational pension and explains the reason for this.
Use this letter to communicate your company's intended measures to the transferor including place of work, pay frequency, shift working and pensions.
This letter can be used by a transferor to send to a putative transferee who asserts that Tupe does not apply to the present situation in order to explain why the transferee believes it does. It contains definitions relating to the appropriate types of transfer.
This document can be used as a prompt when announcing a TUPE transfer to employees. The document contains advice on the actions to take before and after the announcement and includes all of the essential information that needs to be communicated to employees.
This document contains a number of commonly asked questions from employees at the start of a TUPE transfer, including whether the employees have a choice about transferring to the new employer and the impact on annual leave and pensions.
Use this detailed formal request form to ask the transferring company to supply full information.
This form compares your company's measures with those of the transferor in several key areas.
Use this form to request due diligence documents for Tupe transfer in, including whether any employees have been made redundant in the last three months and details of any outstanding or anticipated applications to employment tribunals.
Use this form to request due diligence documents for Tupe transfer out, including whether there is any liability to, or claim likely to be made by, any ex-employee in relation to their employment of which the contractor is aware and whether any trade unions are recognised for any purpose relating to staff.
This document contains a number of commonly asked questions from employees at the start of a TUPE transfer, including an explanation of what the transfer means for the employees and what will happen if the employee decides not to transfer.
Use this pack to provide employees with a policy statement, answers to FAQs and forms relevant to a Tupe transfer into a company.
Ensure all important details of a final Tupe consultation are recorded using this standard template.
Ensure all important details of an interim consultation are recorded using this standard template.