After the transfer, the transferee is liable for any rights/obligations with the transferor discharged. As a transferor in a TUPE situation there is also an obligation to provide employee liability information in relation to those employees who will transfer. In addition, TUPE requires employers to provide Employee Liability Information to the new employer in advance of the Transfer Date. Use this model letter to confirm to individual employees that TUPE applies. Letter to staff before a TUPE transfer. The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) apply where there is a "service provision change" i.e. Transfer of Undertakings (Protection of Employment) As you will be aware from previous correspondence and discussions regarding the possibility of transferring [old department name] to [new company name], it has now been confirmed that this transfer is to take place on [date of transfer]. The employee transfer letter is written to either deliver good or bad news, as you take it. It therefore contains certain restrictions on what the transferee can do in respect of the employees who transfer to it. If a business is taken over by another employer as a result of a legal merger or transfer the rights of the employees are protected by legislation. The Transfer of Undertakings (Protection of Employment) Regulations (TUPE) protects employees' terms and conditions of employment when a business is transferred from one owner to another. Employees must be given written notices setting out the particulars of the transfer. This type of letter is found in every organization and is sent to employees regularly. Found in: Employment. Letter to staff following a TUPE transfer. Linda Glover explains which employees transfer in a service provision change. At this stage the incoming employer must: • Inform/consult about the transfer and any measures • Identify who will transfer • Request ELI from the outgoing employer. Updating author: Nicky Stibbs Original author: John McMullen. TUPE request for details of proposed measures letter. TUPE OUT. The transferee will liaise separately with the employees about their position with them following the transfer… If you’re the transferee employer, you should write to all of the affected employees shortly after the TUPE transfer has taken place advising them of the transfer of their employment from the transferor employer to you and confirming their employment position. The letter contains the date of release, new position the employee will be provided and the new location. The word TUPE comes from the legislation, or law, governing it: The Transfer of Undertakings (Protection of Employment) Regulations 2006. Employees will have notice of the transfer as the employers must consult with them prior to the transfer taking place. This comprises certain prescribed information in relation to terms and conditions of employment etc and must be completed 28 days before the transfer date. Determining the group of transferring employees in a TUPE transfer can raise tricky issues. #TUPE #Letters Transferor: Individual Consultation Form Form to conduct individual meetings with the transferring employees to explain the impact of the TUPE transfer on them personally. What is TUPE? TUPE is an acronym for the European Communities, Protection of Employees on Transfer of Undertakings, Regulations 2003. This letter is from the transferee employer to any affected employee(s) advising them that a transfer has taken place under the provisions of TUPE and the date on which that happened. Letter 1 to all employees informing them that the service will be subject to formal tender. An employee transfer letter is a letter that is sent to any employee to let him or her know about his or her transfer details. an outsourcing, in-souring or change of contractor as well as where there is a transfer of an undertaking such as the sale of a business. If you’re one of them, checking out some transfer letter templates would be a very smart decision. So that’s all? TUPE request for details of proposed measures letter. Protection of Employees (TUPE) [Sender name] [Sender address] [date] [Recipient name] [Recepient address] Dear [Recepient first name], . Use our letter to ascertain what measures the transferee envisages taking in relation to affected employees in a TUPE transfer situation -you’ll need this information to be able to inform and consult with the appropriate representatives.. Information and consultation obligations. ‘Can my employer change my contract after TUPE’ is a common question and concern for those employees affected by a transfer of undertaking. TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations and its purpose is to protect employees if the business in which they are employed changes hands. For example, the general position is that TUPE prevents a transferee from dismissing staff for a reason related to the TUPE transfer. Individuals who use this type of letter samples are those who need to move to a new residence. Make sure that the letter is written in a positive approach. The law on the application of TUPE is complex and each case is judged on its merits. Letter to staff following a TUPE transfer. Also there will be details about whom he or she will report to and if any legal or academic documents required. It can apply to the transfer of a large business with thousands of employees or a small one (for example, the transfer of medical services to independent GP’s). About this set of letters. In terms of the process of transfer, all employees must be sent a letter in advance of the transfer date, confirming the transfer and outlining what it means for them. When do the TUPE Regulations apply? The fragmented outsourcing of services under the TUPE Regulations 2006, together with atypical working arrangements, can create a confusing picture. Maintained • . FUTURE DELIVERY OF INSERT SERVICE . This is to inform you that the Council, at the meeting of INSERT COUNCIL MEETING MAKING THE DECISION on INSERT DATE, made the decision that the Council will no longer provide the INSERT SERVICE directly. TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006, a piece of legislation stemming from a European directive on the rights of employees when businesses or contracts are transferred from one owner to another. When to use this model TUPE transfer letter. These letters start that process by telling an employee either that the ownership of the organisation will change or that their employment will continue at a new location. Letter to staff following a TUPE transfer. If you’re the transferee employer, you should write to all of the affected employees shortly after the TUPE transfer has taken place advising them of the transfer of their employment from the transferor employer to you and confirming their employment position. BTHFT Letter from transferor to individual employees confirming transfer of employment. Laura Merrylees sets out four key tips for employers when assessing who is in the pool for transfer. A standard letter that can be used by an employee who wishes to object to their employment being transferred under the Transfer of Undertakings (Protection of Employment) Regulations 2006. Use our letter to ascertain what measures the transferee envisages taking in relation to affected employees in a TUPE transfer situation -you’ll need this information to be able to inform and consult with the appropriate representatives.. Information and consultation obligations. representatives/employees of a potential purchase/bid • Weigh up the pros and cons of committing to a transfer/service provision • Begin to construct a TUPE process plan. Letter for transfer to affected employees. TUPE can apply regardless of the size of the transferred undertaking. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer by operation of law. Dear. Letter—TUPE (8) from transferee to transferring employees Precedents. The purpose of TUPE is to protect employees working in businesses which are sold. A transfer letter is a request from an employee to move to another branch, or department. 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