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View full libraryA practical TUPE letter for confirming directly to an affected employee the measures the employer proposes to take in connection with the transfer of their employment.
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-letter-template.jpg "TUPE confirmation of proposed measures (to employees) letter template")
If you are managing a TUPE transfer, the toolkit brings together practical HR templates covering planning, employee information, consultation, transfer and integration.
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.
[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: |
You've seen 20% of how the TUPE confirmation of proposed measures (to employees) letter template is structured. Get the complete editable template instantly and customise it for your organisation.
-letter-template-preview.jpg "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.
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.
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.
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.
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.
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.
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.
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.
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.
Depending on the circumstances, measures could include changes to working arrangements, workplace location, reporting structures, systems, payroll processes, working practices or organisational arrangements.
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.
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.
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.
It struck a good balance between being professional and sounding like something we would actually send. The manager could use it without needing a long explanation first. It gave us a useful reference when checking the final correspondence.
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.
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.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
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