Guide to TUPE obligations and timeline for the incoming employer
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Our Guide to TUPE Obligations and Timeline for the Incoming Employer clarifies responsibilities, ensuring compliance and smooth transitions.
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.
| Weeks pre-transfer | Actions |
| 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. |
| 4 weeks |
3. Employee Liability Information (ELI) |
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What is this for?
The Guide to TUPE Obligations and Timeline for the Incoming Employer provides a clear overview of the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) requirements and timelines for employers who are acquiring or inheriting a business.
It outlines the legal obligations, consultation processes, and key milestones that incoming employers must adhere to when taking over a business.
This guide equips incoming employers with essential knowledge and practical guidance to navigate TUPE effectively. By understanding their obligations and following the prescribed timeline, employers can ensure compliance with TUPE regulations, facilitate a smooth transition for transferring employees, and mitigate potential legal risks associated with the transfer of undertakings.
