TUPE Transfer — Object to Change in Terms Letter Template & Generator

If you need to object to unlawful changes to your contract connected to 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 — object to change in terms should include, plus a free tool to generate yours.

What this letter needs to cover

• State the variation is void under Regulation 4 of TUPE 2006 as it is connected to the transfer
• Identify the specific changes
• State the ETO exception does not apply
• Confirm the worker will continue under original terms

Why your terms should transfer unchanged under TUPE

A core principle of TUPE is that your existing terms and conditions transfer to the new employer largely unchanged — changes made simply because of the transfer itself are generally void, even if the new employer tries to present them as agreed or necessary.

What to include before you send it

• Confirmation of your original terms and the changes being proposed or imposed
• A clear statement that these changes appear to be connected to the transfer itself
• Reference to TUPE protections against transfer-related changes
• A request for your original terms to be honoured, or proper justification for any change

The narrow exception worth understanding

Changes can sometimes be lawful if there's a genuine "economic, technical or organisational reason" (an ETO reason) entailing changes in the workforce, entirely unconnected to the transfer itself — this is a narrow exception, and a change presented as an ETO reason but genuinely driven by the transfer wouldn't qualify.

Frequently Asked Questions

Can I simply refuse to agree to changes proposed because of the transfer?
Changes made solely because of the transfer are generally void regardless of whether you've "agreed," since this protection exists specifically to stop employees being pressured into accepting worse terms during a transfer.

What if I've already started working under the new, changed terms?
This doesn't necessarily mean you've accepted them if the change was unlawful under TUPE — it's worth raising this formally as soon as possible rather than assuming continued working amounts to agreement.

See our full letter template & generator library for related letters, or use our free checkers for guidance specific to your situation.