[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-280955-105":53,"doc-detail-280955-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","tupe-transfer-toolkit-for-incoming-employer-how-to-guide","TUPE Transfer Toolkit for Incoming Employer - How-to Guide","","Guidance for incoming employers on managing a TUPE transfer process, outlining key steps from early due diligence through measures, communications, and employee representation arrangements. The toolkit covers sharing and assessing information with the outgoing employer, requesting employee liability information with specified lead times, verifying costs and liabilities, and planning practical post-transfer needs such as pensions, induction, training, and site readiness. It also explains how to issue consultation-support letters and run staff elections where required.",{"@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/tupe-transfer-toolkit-for-incoming-employer-how-to-guide/280955/",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/tupe-transfer-toolkit-for-incoming-employer-how-to-guide/280955.png","ImageObject",442,249,{"name":88,"@type":89},"Aurora","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-27","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":25},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What early actions should an incoming employer take before a TUPE transfer?","Question",{"text":108,"@type":109},"Share information with the outgoing employer and complete assessments ahead of the transfer. Up to 6 months before, send a due diligence questionnaire to gather information for cost and liability analysis.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"When should employee liability information be requested and provided?",{"text":113,"@type":109},"Request employee liability information 1-2 months before the transfer date. The outgoing employer must provide the information at least 28 days before the transfer takes place.",{"name":115,"@type":106,"acceptedAnswer":116},"What practical steps should be planned after reviewing due diligence information?",{"text":117,"@type":109},"Start planning 1-2 months before transfer to address post-transfer practicalities. This includes pension requirements, employee induction and training/onboarding, confirming equipment and work areas are ready, considering reasonable adjustments, and planning customer communications about any service impact.","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},280955,1790476741,{"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":25,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":47,"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},4810365810221,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","HOW-TO GUIDE: TUPE TRANSFER TOOLKIT FOR INCOMING EMPLOYER  \nWhat you need to know  \nThis Guide to our TUPE transfer toolkit for an incoming employer will take you through the key steps as you navigate your way through a TUPE transfer process, where you are the employer who will be taking employees into your business (the ‘incoming’ employer) . The suggested timeframes are suitable for a relatively straightforward transfer and are a guideline only.  \nThe timeline assumes that you already have an existing workforce and that you do not have an existing form of employee representation in place (whether a recognised trade union or your own employee representative forum) . Note that if you employ fewer than 10 employees, you can inform and consult directly with the affected employees, rather than through representatives.  \nThe toolkit itself contains all the documents that you are likely to need. Links are also provided below to relevant parts of the Sparqa Legal guidance which you may find useful.  \nPlease note that this guide is a summary only; for comprehensive guidance on the process, see TUPE transfers.  \n\n| When? | Task | Details | ✔ |\n| --- | --- | --- | --- |\n| Share information with the outgoing employer and make assessments ahead of the transfer |  |  |  |\n| Up to 6 months before the transfer date | Send a due diligence questionnaire to the outgoing employer to obtain information and help you assess costs and liabilities associated with the transfer. | The toolkit includes a template TUPE-due diligence questionnaire.\u003Cbr>You may wish to ask for:\u003Cbr>• information about who the outgoing employer thinks will transfer and who won’t;\u003Cbr>• copies of employment contracts and the employee handbook so you can assess any problematic terms and costs;\u003Cbr>• details of any occupational pension schemes;\u003Cbr>• details of any other liabilities, such as legal disputes. |  |\n| As soon as requested due diligence information is received | Assess the information and work out whether there are issues you will need to deal with. | For example:\u003Cbr>• terms and conditions of employment that cannot be continued after the transfer (you will need to come up with an alternative solution that is at least as favourable as the original arrangement);\u003Cbr>• problematic disputes that will be transferred to your business after the transfer;\u003Cbr>• whether there will be sufficient work for the employees who are due to transfer or whether there is a redundancy risk. |  |\n| 1-2 months before the transfer date | Request employee liability information from the outgoing employer. | You can use the toolkit to generate TUPE-Letter requesting employee liability information.\u003Cbr>They must provide this information at least 28 days before the transfer is due to take place. |  |\n\n\n| When? | Task | Details | ✔ |\n| --- | --- | --- | --- |\n| As soon as the employee liability information is received | Analyse employee liability information and anyother due diligence and verify all potential costs and liabilities. | Check the information received is consistent with any other due diligence obtained.\u003Cbr>Adequate assurances should be included in any sale or outsourcing agreement that the information provided is accurate and correct. |  |\n| 1-2 months before the transfer date | Start considering and putting plans in place to deal with practicalities that will need to be addressed after the transfer. | The toolkit includes a Checklist-Practicalities to consider ahead of a TUPE transfer (incoming employer) .\u003Cbr>For example:\u003Cbr>• check pension requirements and seek advice where appropriate, and / or set up new pension provisions;\u003Cbr>• make preparations for how you will induct transferring employees into your company;\u003Cbr>• identify any initial training needs for the new employees and organise training / onboarding where required;\u003Cbr>• ensure that all working areas and equipment is ready and working for the day of transfer. Check for any requirements for reasonable adjustments that might be n","cbCaihmUkZX2IluV","https://ap.wps.com/l/cbCaihmUkZX2IluV","pdf",264819,"English","# What you need to know\n## Assumptions and timeframe overview\n## Documents in the toolkit\n# Preparing ahead of transfer\n## Due diligence questionnaire (up to 6 months)\n## Assessing issues after receiving information\n## Requesting employee liability information (1-2 months)\n# Verifying costs and planning practicalities\n## Analyse liability and due diligence (as received)\n## Practicalities checklist (1-2 months)\n## Measures letter to the outgoing employer (1-2 months)\n# Employee representation and staff communications\n## Elections for employee representatives (if needed)\n## Announce transfer and call for nominations (up to 3 months)\n## Ballot, counting, and appointment confirmation","[{\"question\":\"What early actions should an incoming employer take before a TUPE transfer?\",\"answer\":\"Share information with the outgoing employer and complete assessments ahead of the transfer. Up to 6 months before, send a due diligence questionnaire to gather information for cost and liability analysis.\"},{\"question\":\"When should employee liability information be requested and provided?\",\"answer\":\"Request employee liability information 1-2 months before the transfer date. The outgoing employer must provide the information at least 28 days before the transfer takes place.\"},{\"question\":\"What practical steps should be planned after reviewing due diligence information?\",\"answer\":\"Start planning 1-2 months before transfer to address post-transfer practicalities. This includes pension requirements, employee induction and training/onboarding, confirming equipment and work areas are ready, considering reasonable adjustments, and planning customer communications about any service impact.\"}]","TUPE Transfer Toolkit for Incoming Employer - How-to Guide | PDF",1789563185]