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That means we keep right up-to-date with today’s employment relations issues – such as discipline and grievance handling, preventing discrimination and communicating effectively in workplaces. Make the most of our practical experience for your organisation – find out what we can do for you.  \nWe inform  \nWe answer your questions, give you the facts you need and talk through your options . You can then make informed decisions . Contact us to keep on top of what employment rights legislation means in practice – before it gets on top of you . Call our helpline 0300 123 1100 for free confidential advice (open 8am-6pm, Monday to Friday) or visit our website [www.acas.org.uk](www.acas.org.uk).  \nWe advise and guide  \nWe give you practical know-how on setting up and keeping good relations in your organisation. Download one of our helpful publications from our website or call our Customer Services Team on 0300 123 1150 and ask tobe put you in touch with your local Acas adviser.  \nWe train  \nFrom a two-hour session on the key points of new legislation or employing people to courses specially designed for people in your organisation, we offer training to suit you. Go [to ](to www.acas.org.uk/training)[www.acas.org.uk/training](to www.acas.org.uk/training) to find out more.  \nWe work with you  \nWe offer hands-on practical help and support to tackle issues in your business with you. This might be through one of our well-known problemsolving services. Or a programme we have worked out together to put your business firmly on track for effective employment relations. You will meet your Acas adviser and discuss exactly what is needed before giving any go-ahead. Go [to ](to www.acas.org.uk/businesssolutions)[www.acas.org.uk/businesssolutions](to www.acas.org.uk/businesssolutions) for more details.  \nWhy not keep up-to-date with Acas news and notifications by signing up for our popular [e-newsletter. Visit ](e-newsletter. Visit www.acas.org.uk/subscribe)[www.acas.org.uk/subscribe](e-newsletter. Visit www.acas.org.uk/subscribe).  \nContents  \n1 Introducing TUPE 3  \nWhat is TUPE? 4  \nHow has TUPE developed? 4  \n2 When does TUPE apply? 6  \nBusiness transfers 6  \nService Provision Changes 7  \nWho transfers? 10  \nWhich employment rights and liabilities transfer? 11  \n3 Get the TUPE process right 13  \nSTAGE 1: Before committing to the transfer 16  \nSTAGE 2: Preparing for the transfer 20  \nSTAGE 3: The transfer 25  \nSTAGE 4: After the transfer 27  \n4 Employee liability information and due diligence 30  \nEmployee liability information 30  \nDue diligence 31  \nTUPE Measures 33  \n5 Terms and conditions of employment and TUPE 34  \nWhich terms and conditions transfer? 34  \nCollective terms and conditions 36  \nChanging terms and conditions 37  \n6 TUPE and terminating employment 40  \nTUPE and dismissal 40  \nTUPE and redundancy 41  \nEmployees objecting to the transfer 42  \n7 Information and consultation requirements 44  \nWhat information must be provided to employees? 44  \nWho must get the information? 44  \nWhat must consultation cover? 45  \nConsulting through elected representatives 45  \nEmployers with no elected representatives 46  \nThe role of the representative 47  \nFailure to inform or consult 48  \nCOnTEnTS 1  \n8 Other considerations 50  \nTUPE and the public sector 50  \nTUPE and pensions 50  \nTUPE and insolvency 51  \nTUPE and international employment 52  \n9 Appendix 1: TUPE glossary 53  \n10 Appendix 2: TUPE process plan template 57  \n11 Appendix 3: Sample Employee Liability Information and Due Diligence document 64  \n12 Appendix 4: Important changes to making employment  \ntribunal claims 69  \n2 HANDLING TUPE TRANSFERS  \nIntroducing TUPE   \nThis guidance is primarily aimed at:  \n● employers of all sizes who are new to TUPE transfers  \n● employers of all sizes who wish torefresh their understanding ","cbCaiaYzYox1a4CH","https://ap.wps.com/l/cbCaiaYzYox1a4CH","pdf",696066,74,"English","# Introducing TUPE\n## What is TUPE?\n## How has TUPE developed?\n# When does TUPE apply?\n## Business transfers\n## Service Provision Changes\n## Who transfers?\n## Which employment rights and liabilities transfer?\n# Get the TUPE process right\n## STAGE 1: Before committing to the transfer\n## STAGE 2: Preparing for the transfer\n## STAGE 3: The transfer\n## STAGE 4: After the transfer\n# Employee liability information and due diligence\n## Employee liability information\n## Due diligence\n## TUPE Measures\n# Terms and conditions of employment and TUPE\n## Which terms and conditions transfer?\n## Collective terms and conditions\n## Changing terms and conditions\n# TUPE and terminating employment\n## TUPE and dismissal\n## TUPE and redundancy\n## Employees objecting to the transfer\n# Information and consultation requirements\n## What information must be provided to employees?\n## Who must get the information?\n## What must consultation cover?\n# Other considerations\n## TUPE and the public sector\n## TUPE and pensions\n## TUPE and insolvency\n## TUPE and international employment\n# Appendix 1: TUPE glossary\n# Appendix 2: TUPE process plan template\n# Appendix 3: Sample Employee Liability Information and Due Diligence document\n# Appendix 4: Important changes to making employment tribunal claims","[{\"question\":\"Who is this TUPE guidance primarily aimed at?\",\"answer\":\"It is mainly for employers of all sizes new to TUPE transfers and employers who want to refresh their understanding, as well as managers and supervisors needing a practical understanding of how TUPE transfers work.\"},{\"question\":\"What does the guide cover about running the TUPE process?\",\"answer\":\"It provides a step-by-step approach focused on employment relations, including key stages before committing, preparing, carrying out the transfer, and actions after the transfer.\"},{\"question\":\"What are the key requirements for information and consultation?\",\"answer\":\"The guide explains what information must be provided to employees, who must receive it, what consultation must cover, and how consultation works through elected representatives or when there are none.\"},{\"question\":\"Which employment issues does the guide address beyond the transfer itself?\",\"answer\":\"It covers how TUPE affects terminating employment (including dismissal and redundancy), employee objections, and additional topics such as public sector transfers, pensions, insolvency, and international employment.\"}]","Handling TUPE Transfers - The Acas Guide | PDF",1789161842,26]