Your Essential Resource for Navigating Employee Transfers
Are you prepared for a TUPE transfer? For many HR professionals and small business owners, TUPE (Transfer of Undertakings Protection of Employment) projects can be complex and infrequent. When they do arise, it’s crucial to have a clear, structured approach to ensure compliance and protect employee rights. That’s where our free guide, “TUPE 101,” comes in.
What is TUPE?
TUPE ensures that employees’ rights are protected when a business or service is transferred to a new employer. This includes maintaining the same pay, pension, holiday entitlement, and other contractual obligations, regardless of who the new employer is. According to ACAS, a TUPE transfer occurs when:
- An organisation, or part of it, is transferred from one employer to another.
- A service is transferred to a new provider.
Why is TUPE Important?
Understanding TUPE is crucial for managing transitions smoothly and ensuring that employee rights are upheld. Whether you are outsourcing a service, merging with another company, or taking over a new contract, the complexities of TUPE can be daunting. Our guide is designed to help you navigate these challenges with confidence.
What’s Inside the Guide?
Our “TUPE 101” guide covers everything you need to know about TUPE transfers, including:
- Detailed explanations of what constitutes a TUPE transfer.
- Step-by-step instructions for both existing and new employers.
- Best practices for managing the transition and maintaining employee engagement.
- Tips for effective communication and compliance.
Key Steps for Managing TUPE Transfers
Scenario 1: As the Existing Employer Transferring Employees or Outsourcing a Service:
- Consult with Employees: Inform affected employees about the transfer, its reasons, and its impact.
- Provide Written Information: Detail any changes in location, working hours, job descriptions, salaries, and potential redundancies.
- Share Employee Information: Provide the new employer with specific employee information (ELI) at least 28 days before the transfer.
Scenario 2: As the New Employer or Service Provider:
- Welcome Transferring Employees: Inform them in writing about the change in their employer.
- Create Engagement Content: Share information about both parties to foster a sense of unity.
- Communicate Effectively: Address concerns and anxieties through regular meetings.
- Build Team Relationships: Facilitate introductions and team-building activities.
- Acknowledge Differences: Understand and explain the complexities of TUPE to your legacy team.
- Handle Term Changes Sensibly: Ensure changes are for valid economic, technical, or organisational reasons.
- Focus on Onboarding: Create robust onboarding plans to build psychological safety for new joiners.
- Prepare for Transition: Ensure payroll and other services are set up to accommodate incoming employees without issues.
Download Your Free Guide Today
Handling a TUPE transfer is a significant change project that requires careful preparation and execution. Our “TUPE 101” guide is here to support you through every step of the process. Whether you’re an HR professional or a small business owner, this guide will provide you with the knowledge and tools you need to navigate TUPE successfully.
Don’t wait until you’re faced with a TUPE transfer to start learning about the process. Download our free “TUPE 101” guide today and ensure your business is prepared.
Holly Mapstone is an HR expert and specialises in helping those of you in the SME sector with all of your HR needs.
Consultancy allows Holly to be agile and to adapt her style and support to suit the needs of her clients. Building strong working relationships allows Holly to deliver improvements, while also aligning people strategy to business outcomes and promoting resilient and positive cultures.
Need Advice?
If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com
