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.
- 2 pages / 413 words
- Instantly download as Word / PDF / plain text
- Suitable for United Kingdom use only
- Includes 12 months’ access, with all updates to this page provided free of charge and notified to you.
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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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
Frequently Asked Questions
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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 this template compliant with 2025 UK employment law?
Absolutely. Like the Managers guide to TUPE obligations and timeline for the incoming employer, 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 this template for my organisation?
Yes, in the Managers guide to TUPE obligations and timeline for the incoming employer, as with all of our templates, 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 to the template?
Yes. Once purchased, you'll be able to download the Managers guide to TUPE obligations and timeline for the incoming employer 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 the Managers guide to TUPE obligations and timeline for the incoming employer along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need a complete HR library.
