TUPE Transfer — Object to Change in Terms Letter: Free Template and What to Include

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.

What this letter needs to cover

• State that under regulation 4(4) of TUPE 2006 a change to terms is void if the sole or principal reason for it is the transfer
• Identify the specific changes
• Say you do not accept that either exception in regulation 4(5) applies, and ask the employer to state any reason it relies on
• 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.

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

Dear [Name],

Subject: Objection to changes to my terms after the transfer

I am replying to your letter dated [Date] proposing changes to my terms, namely [the changes, e.g. my working hours / my sick pay].

My employment transferred to [New Employer] on [Date of transfer] under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). Under regulation 4(4), a change to my terms is void if the sole or principal reason for it is the transfer.

I do not accept that either exception in regulation 4(5) applies (an economic, technical or organisational reason entailing changes in the workforce, or a term of my contract that allows the change). If you rely on one, please tell me what it is.

I do not agree to these changes. My terms should stay as they were with [Former Employer].

Please confirm in writing within [e.g. 7] days that:
• the changes will not go ahead; and
• my original terms will continue in full.

Yours sincerely,

[Your Signature]
[Your Printed Name]