Name: Request for information about TUPE measures letter template | Sep 26
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Formal request for information about TUPE measures
Details of the proposed transfer
Information about proposed employee measures
Employment terms and working arrangements
Organisational and operational changes
Requested response date and contact arrangements

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Template

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Email

[Sender name]

[Sender address]

[date]

[Recipient name]

[Recipient address]

Dear [Recipient first name],

TUPE Request for Information about Measures

I write regarding the proposed transfer of [old department/company name] to [new company name], following which the employees within [old department/company name] will transfer to [new company name].

In connection with our obligations under Regulation 13 of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (the “TUPE Regulations”) to inform and consult with appropriate representatives of employees affected by the Transfer, I should be grateful if you would provide us with information about whether, as a result of the Transfer, you envisage taking any “measures” in relation to any of the transferring employees.

In particular could you please confirm the position with regards to the following matters:

Whether following the Transfer the transferring employees will be retained on their current terms and conditions of employment.
Whether following the Transfer you will seek to make any changes to working conditions or arrangements (for example, to hours or place of work) of the transferring

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What is a request for information about TUPE measures letter?

Request for information about TUPE measures letter template preview

This letter provides a structured way for an outgoing employer to ask the incoming employer whether they envisage taking any measures in connection with a TUPE transfer. Obtaining this information helps the outgoing employer understand what may change for transferring employees and provide appropriate information to employees or their representatives.

Requesting information from the incoming employer

The letter asks the incoming employer to confirm whether they envisage taking any measures in connection with the transfer. This can include proposed changes to working arrangements, location, reporting structures, policies, procedures, systems, staffing or other matters that may affect the transferring employees.

Supporting TUPE information and consultation

The information provided by the incoming employer may form an important part of the outgoing employer's TUPE information and consultation process. The purpose is to give affected employees or their appropriate representatives relevant information about what is expected to happen as a result of the transfer.

Identifying proposed changes

The outgoing employer should seek enough information to understand the nature and potential impact of any measures being considered. Where the incoming employer is still developing its plans, the letter can ask them to explain what is currently known and identify any matters that remain under consideration.

Creating a clear record

A written request and response provide a useful record of the information sought from the incoming employer and the position they have provided. If the incoming employer subsequently identifies additional measures or changes its plans, the information can be updated and reflected in the ongoing TUPE process.

Example

A company is transferring part of its business to another organisation under TUPE. The outgoing employer needs to inform its affected employees about the transfer and whether the incoming employer intends to make any changes that could affect them.

The outgoing employer therefore writes to the incoming employer asking them to confirm whether they envisage taking any measures in connection with the transfer. The request covers matters such as working location, hours, reporting arrangements, policies, systems, roles and other working practices that could affect the transferring employees.

The incoming employer confirms that it does not currently envisage changing employees' contractual hours or pay but intends to introduce its own HR and time-recording systems after the transfer. It also explains that employees will report to a different management structure following the transfer.

The outgoing employer uses this information as part of its TUPE information and consultation process, ensuring that affected employees or their representatives are given relevant information about the measures the incoming employer has identified. The correspondence is retained as part of the transfer records.

The wider HR process

Related HR resources and workflow

Explore the HR resources that may be relevant before and / or after using the Request for information about TUPE measures letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.

TUPE notification of the possibility of transfer letter

A TUPE notification of the possibility of transfer letter for informing affected employees that their employment may transfer to another employer and explaining what is currently known, what the potential transfer could mean and how employees will be kept informed.

This

Request for information about TUPE measures letter

TUPE measures letter

A TUPE measures letter provides a clear and structured way for an employer to explain proposed measures that may affect employees as part of a TUPE transfer.

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Implementation guidance

Use these best practice actions, recommended timescales and process stages to understand when and how the Request for information about TUPE measures letter should be used, helping ensure each step is handled consistently and appropriately documented.

Step	Description	Responsibility	Timing
1	Confirm the proposed TUPE transfer and identify the employees who are expected to transfer to the incoming employer.	Outgoing employer / HR	Before consultation
2	Ask the incoming employer to confirm any measures they envisage taking in connection with the transfer that could affect the transferring employees.	Outgoing employer / HR	As early as possible
3	Review the response and clarify any proposed measures, including matters that remain under consideration or have not yet been finalised.	Outgoing employer / Incoming employer	On receipt
4	Use the information provided when informing and consulting affected employees or their appropriate representatives about the proposed transfer.	Outgoing employer / HR	During consultation
5	Keep the position under review and provide or obtain updated information if the incoming employer's proposed measures change before the transfer.	Outgoing / Incoming employer	Throughout process

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Common mistakes

Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.

Making a vague request – ask specifically about measures that may affect employees rather than simply asking whether there are any changes.
Waiting until the last minute – request relevant information early enough for it to inform the wider TUPE process.
Assuming no measures means no impact – consider whether operational, organisational or practical changes may still affect employees.
Failing to update the information – revisit the position if proposed measures change during the transfer process.
Not linking the information to consultation – ensure relevant information is considered when planning employee information and consultation.
Failing to retain a written record – keep the request, response and subsequent correspondence with the wider TUPE documentation.

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HR considerations

UK employment law and best practice

This template is designed to support the process, but the document should be used alongside the relevant HR procedure and applied to the circumstances of the individual case.

Information about measures

Under TUPE, an employer involved in a transfer may have obligations to inform and, where appropriate, consult appropriate representatives about the transfer and any measures envisaged in connection with it. Where the incoming employer envisages measures affecting transferring employees, the outgoing employer should seek sufficient information to meet its own information and consultation obligations. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer

Information from the incoming employer

The incoming employer should provide the outgoing employer with information about any measures it envisages taking in connection with the transfer where required by TUPE. The outgoing employer can then use that information when communicating with affected employees or their representatives. https://www.gov.uk/transfers-takeovers/overview

Meaningful information and consultation

Information should be provided sufficiently early to allow the appropriate information and consultation process to take place. Where measures are envisaged, employees or their representatives should have an opportunity to understand the proposed changes and, where consultation is required, have their views considered before the relevant decisions are implemented. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer

Changes to the incoming employer's plans

The incoming employer's plans may develop during the period leading up to the transfer. If additional measures are identified or existing proposals change, the outgoing employer should consider whether affected employees or representatives need updated information or further consultation as part of the TUPE process.

Employee representatives

Where TUPE information and consultation duties apply, the relevant information may need to be provided to appropriate employee representatives rather than directly to individual employees. The appropriate representatives will depend on the circumstances of the transfer and the organisation's existing representative arrangements. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer

Keeping appropriate records

The outgoing employer should retain a suitable record of its request to the incoming employer, the response received and any subsequent clarification or updated information. These records can help demonstrate what information was obtained and considered during the TUPE information and consultation process.

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FAQs

Who sends a request for information about TUPE measures?

It will commonly be sent by the outgoing employer to the incoming employer. The purpose is to establish what measures the incoming employer envisages taking in connection with the transfer so that the outgoing employer can provide relevant information to affected employees or their representatives.

What should the incoming employer confirm?

The incoming employer should identify any measures it envisages taking that may affect the transferring employees. Depending on the circumstances, this could include changes to working arrangements, location, reporting lines, systems, policies, procedures or other working practices.

What if the incoming employer has not finalised its plans?

The incoming employer should provide the information that is reasonably available at the time and identify matters that remain under consideration. If its plans subsequently change, the position should be reviewed and relevant updated information considered as part of the TUPE process.

Why is this information important to the outgoing employer?

The outgoing employer may need information about the incoming employer's envisaged measures to fulfil its TUPE information and consultation obligations. It allows the outgoing employer to give affected employees or their representatives meaningful information about what may happen following the transfer.

Why use HRDocBox rather than AI?

AI can generate a generic TUPE letter, but HRDocBox provides structured, UK-focused HR documentation designed around practical employment processes. This letter provides a focused way for an outgoing employer to request information from the incoming employer and create a clear record for the wider TUPE process.

How this content is developed and reviewed

The Request for information about TUPE measures letter template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.

About the author

Darryl Horn, Chartered HR Director

Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.

He has extensive practical experience of managing tupe HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.

HRDocBox has been creating practical UK HR documents since 2009.

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