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TUPE solicitors

Clear, practical TUPE advice for employers — from planning to post‑transfer

TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) can create significant legal and commercial risk for employers if it is not understood and handled correctly. Whether you are buying or selling a business, outsourcing or insourcing services, or taking over a contract, our TUPE solicitors provide expert, employer‑focused advice to help you stay compliant, protect your organisation and avoid costly mistakes or disputes.

We support employers through every stage of the TUPE process, offering pragmatic guidance that reflects both the legal complexity and the commercial realities of workforce change.

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When do you need TUPE solicitors?

You may need specialist TUPE advice if you are:

  • Buying or selling a business (or part of a business)
  • Involved in outsourcing, re‑tendering or bringing services back in‑house
  • Taking over or exiting a service provision contract
  • Managing a restructure or redundancy connected to a business sale or insourcing/outsourcing exercise
  • Concerned about employee liabilities, consultation obligations or tribunal risk

TUPE is highly technical, fact‑specific and unforgiving of mistakes. Early advice from experienced TUPE solicitors can significantly reduce risk and disruption.

<h2>Read our guide to TUPE</h2>

Read our guide to TUPE

Read our essential guide to the TUPE regulations, covering when they apply, the key obligations of employers and the process that should be followed.

Read the guide to TUPE

How our TUPE solicitors support employers

We advise both transferors and transferees, tailoring our approach depending on your role in the transaction. We advise employers on a full range of TUPE issues, including:

  • Whether TUPE applies and which employees are affected
  • Planning for a TUPE transfer
  • The TUPE consultation process
  • Obligations to provide employee liability information (ELI) and other due diligence support
  • Changes to contract terms and post-transfer harmonisation
  • Defending TUPE‑related Employment Tribunal claims