Guide to tupe obligations and timeline for the incoming employer1 minute read
Use this model template to help the new employer understand their key obligations, and the timescales involved.
What is a Guide to tupe obligations and timeline for the incoming employer?
The purpose of this Guide to tupe obligations and timeline for the incoming employer is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.
By using our Guide to tupe obligations and timeline for the incoming employer, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.
Guide to TUPE obligations and timeline for the incoming employer
The following timescales are indicative only.
Actual timescales will vary depending upon commercial objectives, the complexity of the transfer, the number of transferring employees, and the extent and number of any measures.
|8 to 6 weeks
1. Employee Liability Information (ELI)
Send a request to the old employer for Employee Liability Information (ELI).
|5 to 3 weeks
2. Employee consultation
The old employer should be making employee consultation arrangements.
Occasionally your own employees may be affected by the transfer in which case you should make arrangements to consult with them.
3. Employee Liability Information (ELI)
ELI to be provided by old employer in respect of each transferring employee no later than 28 days before the transfer.
You must send to the old employer a letter detailing any “measures” (see guidance notes) which you propose to implement post transfer in relation to transferring employees.
|3 to 0 weeks
5. Voluntary informal consultation
Although not required it is good practice for the old employer to hold “informal” consultation meetings with reps and affected employees. You may wish to ask to attend these meetings to answer questions raised particularly in light of proposed measures.
|3 to 0 weeks
6. Redundancy consultation
If your proposed measures include possible redundancies, you will need to engage in a formal redundancy consultation process.
The relevant pool may include both newly transferred employees and pre-existing members of your staff.
Any redundancies must be for an ETO reason (see guidance notes). You can commence formal redundancy consultation with representatives of transferring employees provided the transferor is in agreement.
|0 to +4 weeks
7. Voluntary consultation
Post transfer, it is good practice to hold informal meetings with the transferred employees about the introduction of proposed measures, particularly if you did not participate in voluntary consultation pretransfer. If redundancies are proposed, you must start formal consultation now if you have not already done so pre-transfer.
|0 to +4 weeks
|Ongoing obligation for old employer to update the new employer of any changes to Employee Liability Information.
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