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Termination documents ❭ TUPE document templates

TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations and its purpose is to protect employees if the business in which they are employed changes hands. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer by operation of law.

TUPE applies every day to a range of different business transactions and it is essential that employers of all sizes understand the liabilities that can arise.

TUPE can apply when employers:

  • sell or buy part or all of a business as a going concern;
  • outsource or make a "service provision change" involving either (a) an initial outsourcing of a service (e.g. where services transfer from the customer to an external contractor); (b) a subsequent transfer (e.g. where services transfer from the first external contractor to a different external contractor; and (c) bringing the service back in-house (e.g. where services transfer from an external contractor back to the customer)
  • grant or take over a lease or licence of premises and operate the same business from those premises.

TUPE has impacts for the employer who is making the transfer (also known as the outgoing employer, the old employer or the transferor) and the employer who is taking on the transfer (also known as the incoming employer, the new employer or the transferee).

Click on a title for more information and a preview, or to make a quick purchase you can click the buy now button.

Transferring staff IN on TUPE guide

This is a detailed step-by-step guide containing the process for transferring staff in to your organisation from another entity:

  1. Determining whether TUPE applies
  2. Establishing which employees are likely to be transferred
  3. Consulting with representatives
  4. Informing and consulting affected staff
  5. Confirming the transfer
  6. Exchanging employee data
  7. Indemnity
  8. Preparing for transfer day
  9. Induction
  10. Harmonising terms and conditions

£16.00

Transferring staff OUT on TUPE guide

This is a detailed step-by-step guide containing the process for transferring staff out of your organisation to another entity:

  1. Determining whether TUPE applies
  2. Establishing which employees are affected
  3. Consulting with representatives
  4. Informing and consulting employees
  5. Confirming the transfer with affected employees
  6. Exchanging employee data
  7. Notifying the date of transfer

£16.00

TUPE compliance guide

This guide outlines the main legal requirements surrounding TUPE transfers, as well as the essential steps involved in managing such transfers, together with some good practice guidance.


£4.00

TUPE consultation confirmation (to rep) letter template

This letter should be sent to elected employee representatives or representatives of a recognised trade union to explain their role and duties when a transfer takes place under the Transfer of Undertakings (Protection of Employment) Regulations 2006.

FREE TUPE consultation confirmation (to rep) letter template

TUPE goodbye letter template

A goodbye letter from the transferor to individual employees shortly before a TUPE transfer.


£4.00

TUPE information consent request letter template

On a TUPE transfer, the transferor is obliged to notify to the transferee in writing the “employee liability information” of any employee who is assigned to the undertaking that is the subject of the transfer.

This letter enables the transferee to formally request this information in advance from the transferor.


£4.00

TUPE transfer confirmation (to employee) letter template

This letter is from the transferee employer to any affected employee(s) advising them that a transfer has taken place under the provisions of TUPE and the date on which that happened.

It clarifies that the employees are now employed by the transferee employer with their terms and conditions of employment intact, as well as their continuity of employment.

This letter also ensures that the transferee employer complies with the requirement to notify employees in writing of amendments to their written terms and conditions of employment within one month of the change. 


£4.00

TUPE welcome letter template

A letter to welcome employees and confirm arrangements shortly after the TUPE transfer. This is a key step in the onboarding process, and a prelude to inducting the transferring employees into the organisation.


£4.00
Termination template pack

View my Termination template pack

The 9 TUPE document templates listed above can also be purchased as part of my Termination template pack.

Retirement documents

Retirement is the withdrawal from one's position or occupation or from one's active working life

Confidentiality documents

Confidentiality, or not disclosing certain information, is important in a wide range of jobs

Equal opportunities policies

It is against the law for a company to discriminate against anyone on the grounds of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership

Exit interview documents

By performing an exit interview with an employee before they go, you’ll have an opportunity to get honest feedback about positive and negative experiences, identify potential areas of opportunity for increasing employee retention, identify opportunities to improve engagement, and get valuable insight to help hire their replacement