Managers guide to TUPE obligations and timeline for the incoming employer
Our Guide to TUPE Obligations and Timeline for the Incoming Employer clarifies responsibilities, ensuring compliance and smooth transitions.
- Includes Managers guide to TUPE obligations and timeline for the incoming employer + 12 months’ access, with all updates to this page provided free of charge and notified to you.
- UK-specific accuracy.
- 413 words over 2 pages.
- Last updated 29/08/2022.
- Format: Word / PDF / plain text / email.
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Managers 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.
| 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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Managers guide to TUPE obligations and timeline for the incoming employer
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.
Frequently Asked Questions about a Managers guide to TUPE obligations and timeline for the incoming employer
Frequently Asked Questions about a Managers guide to TUPE obligations and timeline for the incoming employer
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Can I use this template in my small business?
Yes. The Managers guide to TUPE obligations and timeline for the incoming employer is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is the Managers guide to TUPE obligations and timeline for the incoming employer compliant with 2026 UK employment law?
Absolutely. All of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise it for my organisation?
Yes, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access?
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need more help, not just this template?
If you're looking for broader support, we also offer toolkits and library bundles that include this template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
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Why should I use this, and not AI to generate this template?
The risk of using a free AI-generated template 'without review' includes your legal exposure, missing context, and no awareness of the wider process. Purchasing from us mitigates that risk.
