TUPE Transfer — Request for Information Letter: Free Template and What to Include

If you need to request the information your employer must provide before a TUPE transfer, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong tupe transfer — request for information should include.

What this letter needs to cover

• Confirm a transfer is taking place
• Explain that the regulation 13 information (the date, the reason, the legal, economic and social implications, and any measures) must be given to the appropriate representatives in good time before the transfer
• Ask who the representatives are, or whether the employer will arrange an election or inform and consult employees directly
• Ask for the information to be shared with you
• Ask for a reply within 5 working days

Your right to information before a TUPE transfer

Under TUPE regulations, your employer must inform and consult with affected employees (or their representatives) about a transfer, including the fact it's happening, the reasons, and the implications for employees — this isn't optional, and failing to provide this information properly can result in a claim.

What to include before you send it

• A request for confirmation of the transfer details, timing, and the identity of the new employer
• A request for information on any measures the new employer intends to take affecting employees
• Confirmation of how your existing terms and conditions will be protected
• A reasonable deadline for this information to be provided

Why this information matters beyond just curiosity

Understanding exactly what's planned lets you properly assess whether any proposed changes might amount to a substantial detrimental change to your terms, which could affect decisions about objecting to the transfer or, in serious cases, resigning and claiming constructive dismissal.

Frequently Asked Questions

Does my employer have to consult with me individually, or just through representatives?
Where there's no recognised union or existing employee representatives, arrangements should be made for employees to elect representatives, or in very small workforces, direct consultation may occur.

What if I don't receive proper information before the transfer happens?
A failure to inform and consult properly can result in a claim for compensation, separate from any issue with the transfer itself.

[Your Name]
[Your Address]
[Your Postcode]
[Your Phone Number]
[Your Email Address]
[Name of HR Manager]
[Company Name]
[Company Address]
[Company Postcode]
[Date]

Dear [Name],

Subject: Information about the TUPE transfer

I understand my employment is due to transfer from [Current Employer] to [New Employer] under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). Please confirm this.

Under regulation 13, you must give the appropriate representatives this information in good time before the transfer:
• the date, or proposed date, of the transfer;
• the reasons for it;
• the legal, economic and social implications for affected employees; and
• any measures you or the new employer plan to take.

Please tell me who the representatives are, or whether you will arrange an election or inform and consult employees directly. Please also share this information with me.

Please reply within 5 working days.

Yours sincerely,

[Your Signature]
[Your Printed Name]