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TUPE Advice for Employees

Specialists in TUPE employment law protecting employee rights during business transfers. Immediate advice available across England & Wales.

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

Facing a business transfer?

Get expert TUPE legal guidance to safeguard your employment terms under UK law.

When businesses merge, outsource, or restructure, TUPE regulations protect your employment rights – but only if you act decisively. Immediate legal advice is critical to prevent unlawful contract changes or dismissals linked to transfers.

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Your TUPE Rights Explained

Under the Transfer of Undertakings (Protection of Employment) Regulations 2006:

Employment contracts transfer automatically to new employers with identical terms
Continuous service remains protected, preserving redundancy/notice entitlements
Unfair dismissal claims can yield up to £105,707 compensation in England/Wales

Critical Protections Employees Often Overlook

Consultation Requirements – Employers must disclose transfer details 28+ days in advance. Failures risk compensation up to 13 weeks’ pay per employee
Post-Transfer Changes – New employers cannot alter terms unless agreed or justified by valid economic/operational reasons

Urgent Consideration: Employment tribunal claims must typically be filed within 3 months less 1 day of detrimental changes

🚨 Your TUPE Action Plan

Key Area	What You Need to Know	Immediate Action Required
Contract Protection	Terms must transfer unchanged unless mutually agreed	✓ Submit contract for review
Dismissal Risks	Unfair dismissals can claim up to £105,707 compensation	✓ Document dismissal details
Consultation Rights	Employers must consult 28+ days pre-transfer	✓ Report late/missing notices

⚠️ Time-sensitive: Complete our emergency enquiry form for same-day legal intervention

TUPE FAQs For Employees

Can my new employer reduce my salary after a TUPE transfer?

No. TUPE Regulation 4 protects all existing terms, including pay. Any changes solely due to the transfer are void unless you expressly agree in writing.

🚨 Protect Your Terms Now → Submit Contract for Initial Free Review

What if my employer didn’t consult me about the transfer?

Failure to consult 28+ days pre-transfer risks compensation up to 13 weeks’ pay per employee. This applies even if you’re not a union member.

🚨 Protect Your Terms Now → Submit Contract for Initial Free Review

Do my pension contributions transfer under TUPE?

Core pension rights are protected, but schemes may change. Your new employer must match contributions (3-6% minimum) unless you agree otherwise.

📊 Confused? Submit Contract for Initial Free Review

Can my employer force contract changes after a TUPE transfer?

No. Any changes solely due to the transfer are automatically void under Regulation 4 of TUPE. However, 43% of employees report attempted alterations within 6 months.

🚨 Protect Your Terms Now → Submit Contract for Initial Free Review

What happens if I refuse to transfer to the new company?

Objecting terminates your employment on the transfer date unless you can prove “material detriment” like:

✓ >25-mile relocation demand
✓ 20%+ salary/benefit reduction
✓ Demotion without cause

⏳ 72-Hour Deadline: Emergency Assessment Form

We aim to Solve TUPE Issues maximum in 28 Days.