Name: TUPE confirmation of proposed measures (to employees) letter template | Sep 26
Brand: HRDocBox
SKU: HRDBOX-598
Price: 9.99 GBP
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What's included in this template?

This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.

Transfer and employee details
Proposed measures
Expected impact on the employee
Implementation arrangements
Employee questions and feedback
Next steps following consultation

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Template

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Email

[Sender name]

[Sender address]

[date]

[Recipient name]

[Recipient address]

Dear [Recipient first name],

TUPE transfer – confirmation of proposed measures

I am writing further to the information provided to you regarding the proposed transfer of [business / undertaking / service] from [Transferor Name] to [Transferee Name]. The transfer is currently expected to take place on or around [Transfer Date].

As part of the TUPE information and consultation process, we are writing to explain the measures that [Company Name] currently envisages taking in connection with the transfer.

The measures described below are the Company's current proposals. They are being provided to ensure that you have clear information about what is being considered and how the proposed changes may affect you.

Transfer details

Current employer:
New employer:
Proposed transfer date:
Employee:

Proposed measures

The measures currently envisaged by [Company Name] are set out below.

Working arrangements

[Explain any proposed changes to working hours, working patterns, shifts, flexibility, attendance requirements or other working arrangements.]

Workplace / location

[Explain any proposed change to the employee's normal workplace, location or arrangements for attending different locations.]

Reporting and organisational arrangements

[Explain any proposed changes to the employee's reporting line, manager, team structure, responsibilities or organisational arrangements.]

Systems and processes

[Explain any proposed changes to payroll, HR systems, IT systems, operational procedures or other processes that may affect the employee.]

Policies and procedures

[Explain any proposed changes to the policies or procedures that will apply following the transfer, including any arrangements that will remain unchanged.]

Other proposed measures

[Set out any other measures

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What is a TUPE confirmation of proposed measures (to employees) letter?

TUPE confirmation of proposed measures (to employees) letter template preview

Where a TUPE transfer involves measures that the employer envisages taking in connection with the transfer, affected employees should receive clear information about what is proposed. This letter provides a straightforward way to explain those measures directly to an employee and help them understand what the transfer may mean in practice.

Explaining what is proposed

The letter provides space to explain the measures the employer currently envisages taking, including changes to working arrangements, workplace location, reporting structures, systems, processes or other aspects of how work will be organised.

Making the impact clear

Employees should be able to understand how the proposed measures may affect them. The template therefore separates the proposed changes from their anticipated practical impact, helping avoid vague or overly technical explanations.

Supporting employee involvement

Providing information to employees should be part of the wider TUPE information and consultation process. The letter gives employees an opportunity to ask questions and raise concerns, while making clear that proposed measures may develop following consultation.

Keeping a clear record

A written confirmation provides a useful record of the information given to the employee. If proposals change during the process, the employer can issue updated information and ensure that employees remain appropriately informed about the developing arrangements.

Example

A company is acquiring a small business and the transfer is expected to fall within TUPE. The incoming employer plans to introduce its existing payroll system, change the normal monthly pay date and move the transferring employees to a new workplace approximately two miles from their existing location.

The employer writes to each affected employee explaining the proposed measures and why they are being considered. The letter confirms the anticipated transfer date, explains the proposed workplace change and sets out how the payroll arrangements are expected to operate following the transfer.

The employee is also told that these are the measures currently envisaged and is invited to raise questions or concerns. The employee explains that the proposed change to working location may create difficulties with childcare arrangements and asks whether the employer can consider a degree of flexibility.

The employer considers the issue as part of the consultation process and subsequently agrees to amend the proposed working arrangements. The revised position is communicated to the employee and representatives before the transfer takes place.

Implementation guidance

Use these best practice actions, recommended timescales and process stages to understand when and how the TUPE confirmation of proposed measures (to employees) letter should be used, helping ensure each step is handled consistently and appropriately documented.

Step	Description	Responsibility	Timing
1	Identify the affected employee and establish the measures the employer currently envisages taking in connection with the transfer.	HR / Employer	Before issuing
2	Prepare clear information explaining each proposed measure, the reason for it and its anticipated effect on the employee.	HR / Employer	Before issuing
3	Provide the letter and any supporting information in good time and ensure the employee knows who to contact with questions.	HR / Employer	During consultation
4	Discuss questions, concerns and alternative suggestions raised by the employee and consider them as part of the consultation process.	Manager / HR / Employee	During consultation
5	Confirm any material changes to the proposed measures and provide further information where required before the transfer.	HR / Employer	As proposals develop

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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.

Presenting proposed measures as final decisions when consultation is still taking place.
Using unclear or technical language that makes it difficult for employees to understand the practical impact.
Failing to explain why a proposed measure is being considered.
Providing information too late for the employee to properly consider the proposals.
Failing to consider questions, concerns or alternative suggestions raised by the employee.
Failing to update the employee when proposed measures materially change.

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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.

TUPE information requirements

Under TUPE, appropriate representatives of affected employees must be informed about the transfer and specified matters relating to it. Where measures are envisaged in connection with the transfer, the appropriate representatives must also be consulted about those measures. In certain circumstances, employees may be informed and consulted directly under the provisions applying to smaller employers and certain smaller transfers. https://www.legislation.gov.uk/uksi/2006/246/regulation/13

Direct information to employees

Where employees are being informed directly, employers should provide clear and understandable information about the transfer and any relevant proposed measures. Direct communication should not be used to avoid representative consultation where TUPE requires consultation with appropriate representatives. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer

What are measures?

Measures can include changes that the employer envisages taking in connection with the transfer. Examples may include changes to working arrangements, workplace location, organisational structures, payroll processes, systems or other arrangements affecting employees. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer/what-you-must-inform-and-consult-about

Information should be provided in good time

Information should be provided early enough to enable employees or their representatives to understand the proposed transfer and consider any measures being proposed. The timing will depend on the circumstances and should allow the information and consultation process to operate effectively. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer/when-to-inform-and-consult

Consultation

Where TUPE consultation is required, the employer should consult with a view to seeking agreement about the measures envisaged. Consultation should be genuine and should provide an opportunity for views and alternative proposals to be raised and considered. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer/how-to-inform-and-consult

Transferor and transferee responsibilities

Both the transferor and transferee have responsibilities under TUPE. The transferor must provide affected employees' representatives with information about measures the transferee envisages taking, while the transferee has its own obligations to provide the transferor with information needed to fulfil its TUPE duties. https://www.legislation.gov.uk/uksi/2006/246/regulation/13

Changes to proposed measures

Proposed measures can develop as information becomes available and consultation takes place. Where material changes arise, employers should consider whether further information or consultation is required and ensure affected employees and representatives are kept appropriately informed.

Failure to inform or consult

Failure to comply with TUPE information and consultation requirements can result in compensation being awarded to affected employees. The maximum award can be up to 13 weeks' uncapped pay for each affected employee. https://www.acas.org.uk/inform-and-consult-staff-in-a-tupe-transfer/if-an-employer-does-not-inform-or-consult

Best practice

Employees should receive information in plain, accessible language and should have a clear opportunity to ask questions. Employers should avoid making unnecessary promises about proposals that may still be subject to consultation and should ensure that communications are consistent with information provided to employee representatives.

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FAQs

Why would an employee receive a confirmation of proposed measures?

The letter explains directly to an affected employee what measures the employer currently envisages taking in connection with the TUPE transfer. It provides a clear written record and helps the employee understand how the proposals may affect them.

Does this letter mean the proposed measures are final?

No. Where consultation is still taking place, the measures should normally be described as proposals rather than final decisions. The employer should genuinely consider views raised during the consultation process and communicate material changes where appropriate.

What types of measures might be included?

Depending on the circumstances, measures could include changes to working arrangements, workplace location, reporting structures, systems, payroll processes, working practices or organisational arrangements.

Does sending the employee this letter complete TUPE consultation?

No. Providing information is only one part of the TUPE process. Where consultation is required, the appropriate representatives must be given an opportunity to discuss the proposed measures and the employer must genuinely consider their views.

What if the employee raises concerns about a proposed measure?

The concerns should be considered as part of the wider information and consultation process. Where appropriate, the employer should investigate alternatives, respond to the employee and update the proposed arrangements if changes are agreed.

Why use HRDocBox rather than AI?

AI can generate a generic TUPE communication, but TUPE information and consultation has specific UK legal requirements. HRDocBox provides a structured starting point focused specifically on communicating proposed measures to affected employees, while keeping the document adaptable to the particular transfer and consultation process.

How this content is developed and reviewed

The TUPE confirmation of proposed measures (to employees) 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.

View Darryl on LinkedIn

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Ruth Brock Chief Executive Officer The Hygiene Bank