TUPE Transfer

TUPE — the Transfer of Undertakings (Protection of Employment) Regulations 2006 — usually applies when a pub, hotel, restaurant or catering business is bought or sold as a going concern, or when a contract such as catering or cleaning changes provider. Staff transfer on their existing terms, and their continuity of employment is protected.

Employee liability information is the written record of transferring staff — identities, terms, disciplinary and grievance history, and any claims — that the outgoing employer must give the incoming employer at least 28 days before the transfer. Our toolkit includes a ready-made ELI spreadsheet so nothing is missed.

Yes. Both employers must inform affected staff or their representatives in writing about the transfer, its timing and its implications, and consult where measures are envisaged. Failure to inform and consult can cost up to 13 weeks' pay per employee, so the letters in this toolkit are not a formality — they are your protection.

A step-by-step transfer checklist, an employee liability information spreadsheet, and the inform-and-consult letters you need on both sides of a transfer — all written for hospitality, verified for UK compliance (England and Wales), and ready to use in minutes.