[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-280954-105":53,"doc-detail-280954-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","advice-to-transferor-obligations-in-a-tupe-transfer","Advice to Transferor - Obligations in a TUPE Transfer","","Provides guidance for a Transferor under TUPE where a transfer may occur, outlining UK legal obligations affecting transferring employees. Covers duties to inform and (where appropriate) consult recognised trade unions or elected employee representatives, and to supply “Employee Liability Information” to the Transferee. Explains consequences of non-compliance, including potential Employment Tribunal awards of up to 13 weeks’ actual pay per affected employee, and sets out what information must be provided and how consultation should be carried out.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/advice-to-transferor-obligations-in-a-tupe-transfer/280954/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/advice-to-transferor-obligations-in-a-tupe-transfer/280954.png","ImageObject",442,249,{"name":88,"@type":89},"Xiajie","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-28","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":15},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What obligations does a Transferor have under TUPE in a potential transfer scenario?","Question",{"text":108,"@type":109},"The Transferor must inform and, where appropriate, consult recognised trade unions or elected employee representatives, and provide specified Employee Liability Information to the Transferee.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What is the potential consequence if the Transferor fails to comply with TUPE requirements?",{"text":113,"@type":109},"Non-compliance can lead to an Employment Tribunal award of up to 13 weeks’ actual pay to every affected employee, as a penal measure with no need to show financial loss.",{"name":115,"@type":106,"acceptedAnswer":116},"What information must the Transferor provide to affected employees?",{"text":117,"@type":109},"The Transferor must provide the fact and proposed date of the transfer and reasons, the legal/social/economic implications, details of measures affecting employees, any measures the Transferee proposes, and specified information on the LPC’s use of agency workers.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},280954,1790096713,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":73},8814010472675,"https://avatar.qwps.com/avatar/WGlhamll","[ADVICE TO TRANSFEROR: OBLIGATIONS IN A TUPE  \nTRANSFER]  \nWe recommend reading our separate note“Guidance on a TUPE Transfer”before reading this note.  \nThis advice note aims to provide LPCs with an overview of the obligations placed on a Transferor where there is a potential TUPE transfer and should be read in conjunction with our general guide on a TUPE transfer. Please note that all TUPE template documents are to be used where there are less than 10 employees. In the event an LPC employs more than 10 individuals, please contact Clyde & Co for further advice.  \n[It is intended that this document be legally privileged, being part of solicitor/client correspondence and containing legal advice on a confidential basis. Any copies of this document circulated to committee members, provided they are sent for the purpose of giving legal advice to the LPC and remain confidential, are likely to benefit from legal advice privilege. It should be noted that any comments made on the document, or noted on any copies, which are expressions of personal views will not be privileged. Similarly, notes or other forms of communication which contain extracts of this document, accompanied by personal views of the situation will not be privileged. It is, therefore, recommended that any comments on this document should be forwarded to Clyde & Co LLP by way of formal correspondence for the purpose of obtaining legal advice.]  \nWhere there is a transfer of employment from one employer to another pursuant to TUPE, the former employer is referred to as the“Transferor”and the new employer is referred to as the“Transferee”. These terms are used below.  \nWhere it is currently envisaged that certain and/or all employees of the Transferor will be transferring under TUPE to the Transferee (\"Transferring Employees\") , we have set out below a summary of the Transferor’s UK obligations and guidance on the process to be followed.  \n1 Overview of the Transferor’s obligations under TUPE  \n1.1 As a result of the whole or part of an undertaking transferring to another entity, or activities (to which employees are assigned) transfer to another entity as a result of an outsourcing, insourcing or a new provider being introduced, under TUPE the Transferor has obligations to:  \n(a) inform and (if appropriate) consult with any recognised any trade union or (if none) elected employee representatives of any affected employee(s); and  \n(b) provide certain basic information about the Transferring Employee(s)(\"Employee Liability Information\") to the Transferee.  \n1.2 Any failure to comply with these requirements can lead to an Employment Tribunal making an award of up to 13 weeks' actual pay to every affected employee. This is intended as a penal measure and there is no requirement for employees to show any financial loss.  \n2 Information and consultation obligations  \n2.1 The Transferor is required to provide certain information to any affected employee(s) . The Transferring Employees will be \"affected employees\", together with any other employees of the Transferor or Transferee who maybe affected by the transfer or any measure or step taken in connection with it .  \n2.2 TUPE does not identify a particular timeframe for information to be provided and consultation (if required) to take place. Rather, the LPC must inform employees of a proposed transfer \"long enough\" before the transfer for meaningful consultation to take place. How long this is will depend on the extent of any changes which are likely to take place. For example, if there will be no significant changes, in the circumstances we would not expect this to take any longer than 2 to 4 weeks. However, if there are significant issues such as any proposed redundancies, this may be 4 to 6 weeks.  \n3 Information to be provided  \n3.1 The information to be provided to the employee(s) includes:  \n(a) the fact that the transfer is to take place, the date (or proposed date) when it is to take place and the reasons for it;  \n(b)","cbCaimp88G4fxbFT","https://ap.wps.com/l/cbCaimp88G4fxbFT","pdf",117829,"English","# Overview of the Transferor’s obligations under TUPE\n# Information and consultation obligations\n## When information and consultation should take place\n# Information to be provided\n## Measures and the “measures letter”\n# Consultation with employee(s)","[{\"question\":\"What obligations does a Transferor have under TUPE in a potential transfer scenario?\",\"answer\":\"The Transferor must inform and, where appropriate, consult recognised trade unions or elected employee representatives, and provide specified Employee Liability Information to the Transferee.\"},{\"question\":\"What is the potential consequence if the Transferor fails to comply with TUPE requirements?\",\"answer\":\"Non-compliance can lead to an Employment Tribunal award of up to 13 weeks’ actual pay to every affected employee, as a penal measure with no need to show financial loss.\"},{\"question\":\"What information must the Transferor provide to affected employees?\",\"answer\":\"The Transferor must provide the fact and proposed date of the transfer and reasons, the legal/social/economic implications, details of measures affecting employees, any measures the Transferee proposes, and specified information on the LPC’s use of agency workers.\"}]","Advice to Transferor - Obligations in a TUPE Transfer | PDF",1789563178]