TUPE confirmation of proposed measures to employees letter template
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Supporting information
Communicate proposed TUPE measures, seek employee input, and ensure transparency during the transfer process with a concise confirmation letter
TUPE confirmation of proposed measures to employees letter
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Confirmation of Proposed Measures and Consultation Under TUPE
We trust this letter finds you well. We are writing to formally confirm the proposed measures that will be implemented as part of the upcoming transfer of undertakings (TUPE) from [Current Company Name] to [New Company Name]. We want to ensure that you are fully informed and aware of the changes that will affect your employment. Additionally, we would like to emphasise that consultation with your employee representatives is currently underway to seek their input and agreement on these measures.
The proposed measures, which are in accordance with the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), are as follows:
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[Specific Measure 1]:
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What is this for?
In a TUPE (Transfer of Undertakings) transfer, it is common practice to issue a confirmation of measures letter to both affected employees and their representatives. This ensures that all parties involved are aware of the proposed measures and have an opportunity to review and provide feedback or raise any concerns. By including both employees and their representatives, such as trade unions or employee representatives, you can maintain transparency and facilitate effective communication throughout the transfer process. It is important to consult and engage with all relevant stakeholders to ensure a fair and inclusive approach during a TUPE transfer.
The purpose of a TUPE confirmation of proposed measures to employees letter is to inform employees about the specific measures that will be implemented during a transfer of undertakings (TUPE) process. This letter aims to provide clarity, transparency, and ensure that employees are aware of any changes that will affect their employment rights, benefits, or working conditions.
Extended guidance
Employment law compliance
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Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): TUPE regulations ensure that employees' rights and obligations are protected when a business or undertaking is transferred to a new employer. It requires the new employer to consult with employee representatives and provide information about the transfer, including any proposed measures affecting employees.
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Employment Rights Act 1996: This legislation provides various employment rights, such as the right to written terms and conditions of employment, protection against unfair dismissal, redundancy rights, and the right to a minimum notice period. It ensures that employees are aware of their rights and entitlements during the transfer process.
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Equality Act 2010: The Equality Act prohibits discrimination, harassment, and victimization in the workplace based on protected characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It ensures that employees are treated fairly and equally during the transfer process.
