Home • Employment Law • Employment Solicitors • TUPE Legal Advice Solicitors • TUPE Advice for Employers

TUPE Advice for Employers

Navigate business transfers and outsourcing safely. Specialist solicitors provide TUPE compliance audits, consultation frameworks, and liability protection for employers across England & Wales.

This page is intended for employers only. If you are seeking advice as an employee, please visit our dedicated page here.

Facing a business transfer or service provision change?

Secure expert TUPE legal guidance to safeguard compliance and avoid costly tribunal claims.

Navigating TUPE regulations requires precision – 72% of employers face tribunal risks due to consultation failures or contractual missteps. With £8,900+ potential penalties per employee for non-compliance, proactive legal advice isn’t optional – it’s business-critical.

Award Winning

We are a modern law firm that provides legal services to businesses, organisations and individuals.

Our Mission

To achieve the best possible outcome for our clients by delivering quality legal services.

Our Vision

To continue to develop our reputation for trustworthiness, respect for individuals, families and businesses.

🚨 Why TUPE Compliance Can’t Wait

Immediate Risks of Non-Compliance

£500/employee fines for incomplete Employee Liability Information (ELI) disclosures
13 weeks’ pay compensation per employee for consultation failures
Unlimited liability for historic breaches transferred to your business

⚠️ Critical TUPE Deadlines for Employers

Requirement	Deadline	Action Needed
Employee Liability Information Contracts, disciplinary records, pension obligations	28 days pre-transfer
Employee Consultation Measures, transfer details, ETO reasons	30+ days pre-transfer
Challenge Tribunal Claims Unfair dismissal, consultation failures	3 months less 1 day post-transfer

🚨 Behind Schedule? Our 24/7 TUPE team can expedite compliance:

✅ Why Choose Our TUPE Solicitors?

🏆 Specialist Expertise:

Exclusive focus on employment law since 2012
High compliance success rate in TUPE cases
24/7 boardroom support for urgent transfers

🕒 Crisis Management

Same-day injunctions for unlawful changes
ACAS early conciliation within 48 hours
Fixed fees from £1,500 + VAT

📈 Conversion-Optimised Support

Dedicated client portal for document sharing
Pre-transfer workshops for HR teams
Post-transfer compliance audits

📋 Essential TUPE Compliance Checklist

1. Pre-Transfer Due Diligence

Confirm TUPE applicability (business transfer/service provision change)

Audit employee contracts, disciplinary records, and ongoing claims

ELI Disclosure Requirements:

✓ Employment contracts
✓ Grievance history (last 2 years)
✓ Pension obligations

2. Employee Consultation Framework

Elect employee representatives if no union exists

Disclose full transfer details 28+ days pre-transfer

Consult on proposed measures (role changes/relocations)

3. Post-Transfer Integration

Maintain existing terms unless ETO reasons apply

Document workforce changes (redundancies/restructures)

Preserve continuous employment dates

Need personalised compliance guidance? Complete our enquiry form for immediate assistance →

Employer-Focused TUPE FAQs

Are we liable for previous employer’s discrimination claims?

Request Indemnity Clause ReviewYes. TUPE transfers historic employment liabilities, including unresolved discrimination claims. Regulation 4 requires new employers to inherit these obligations.

🛡️ Protect Your Business: Request Indemnity Clause Review

Can we harmonise contracts post-transfer?

Only with written employee consent or valid Economic, Technical, Organisational (ETO) reasons. Unilateral changes risk automatic unfair dismissal claims (Hazel v Manchester College).

⚖️ Avoid Tribunal Risks: Book Harmonisation Strategy Call

What if employees refuse to transfer?

A: Objections terminate employment on the transfer date unless “material detriment” is proven (e.g., >25-mile relocation). Regulation 7 requires documented evidence.

📝 Resolve Objections: Request Consultation Here

How detailed must our consultation be?

By law (Acas Guidance), you must disclose:

✓ Transfer reasons & timing
✓ Role/pay impacts
✓ Proposed workforce changes

⏳ Meet 28-Day Deadline: Get Compliant Consultation Scripts

📞 Immediate Compliance Support

Don’t gamble with tribunal risks. Our solicitors intercept TUPE errors through:

ELI Audits – Identify hidden liabilities

Consultation Frameworks – Legally robust templates

Post-Transfer Reviews – 12-month compliance monitoring