TUPE Consultation Letter Template: Free Download

A TUPE consultation letter template needs to do one job well: help employers tell affected staff and representatives what is changing, when the transfer is expected, and what the employer proposes to do before and after the transfer. Where TUPE applies, the information and consultation duty is not optional. GOV.UK's TUPE guidance confirms that employees may be protected when a business changes owner, and the TUPE Regulations 2006 remain the core legal framework. citeturn124431search2turn124431search18

This guide explains what a TUPE consultation letter should contain, when letters go to representatives rather than individuals, what counts as a "measure", and how template packs fit into a wider TUPE project. It complements the TUPE transfers UK guide, the redundancy process UK guide, the employment contract essentials guide and the HR compliance audit.

What should a TUPE consultation letter include?

A basic letter pack usually includes:

• announcement or initial information letter
• representative consultation letter
• individual employee information letter
• FAQ sheet
• measure proposal letter
• confirmation or post-transfer update letter

What information must employers communicate?

The required information usually includes:

1. the fact that the transfer is happening
2. when it is expected to happen
3. why it is happening
4. the legal, economic and social implications for affected employees
5. any measures the employer envisages taking

Who should receive the consultation letter?

Where there are recognised trade unions or elected employee representatives, the duty is usually to inform and consult them. In smaller transfers, direct consultation with employees may sometimes be possible depending on the circumstances and legal route used, but employers should check the correct TUPE position for the transfer.

What counts as a measure under TUPE?

A measure can include planned changes connected with the transfer, such as location, reporting lines, payroll dates, systems, working methods or proposed redundancies. Even where there are no measures, employers should state that clearly rather than staying silent.

How early should consultation letters be issued?

There is no single fixed statutory minimum period for all TUPE cases, but consultation must be long enough to be meaningful and should start in good time before the transfer. Template packs therefore work best when prepared early, before project communications become rushed.

How should TUPE letters handle employee questions?

The pack should include space to explain what transfers automatically, who the new employer is, where to raise questions and how personal data will be handled. A short FAQ attachment is often more useful than trying to force every answer into one formal letter.

TUPE consultation letter checklist

Before sending, check that the letter:

• explains the proposed transfer and timing
• sets out implications for affected employees
• states any measures or confirms none are envisaged
• identifies the consultation route
• links to the TUPE transfers UK guide
• aligns with the redundancy process UK guide if dismissals may follow

Frequently asked questions

Key takeaways

TUPE letters need to be accurate, transfer-specific and issued early enough for consultation to mean something. Use templates as a framework, then tailor the facts, implications and proposed measures carefully. For related support, review the TUPE regulations explained simply, the redundancy process UK step by step guide and the employment contract template UK.