The Challenge
Navigating TUPE is tricky, especially for small businesses. One misstep can lead to legal action or financial penalties.
You’re likely facing questions like:
- What are my legal obligations? Am I fully covered?
- When and how should I consult employees?
- How do I manage a transfer smoothly, without surprises?
- Can I handle this alone safely?
This isn’t something to DIY, and you don’t have to.
How LighterHR Helps
We help SME leaders handle TUPE with confidence.
Taking a structured, compliant, and clear approach, we guide you through each step so you can focus on business transition, not red tape.
Our support includes:
- Clarifying your legal obligations and timing (transferor or transferee)
- Leading or supporting TUPE consultations
- Preparing effective documentation and due diligence materials
- Managing the process, from employee briefing to appeal handling
- Framing and explaining changes to staff with transparency
Practical HR Guidance Through the TUPE Process
TUPE transfers protect employees’ rights when a business changes ownership, but the process is complex and full of legal requirements. From consultation obligations to contract implications, SME leaders often find TUPE overwhelming to manage alone.
At LighterHR, we provide clear, plain-spoken guidance through the TUPE process, helping you stay compliant, avoid risk, and keep your people informed every step of the way.
Levels of Support
Choose the level of support that fits your needs:
Advisory – We provide telephone consultation and guidance as you go it alone.
Guided – We help draft documents, prep you for meetings, and review your approach.
Fully Managed – we handle the process end-to-end, giving you peace of mind through handover and beyond.
Why SMEs Trust Us
Expert, plain-English advice from experienced HR pros
CIPD-qualified consultants who speak SME, not legalese
Legal compliance aligned with managing ambiguous timelines and real-world complications
Calm, clear support, because TUPE doesn’t have to feel chaotic
Client Story
“As a small business owner with developing needs and challenges, it’s been invaluable having a trusted partner on hand to guide and advise us.
LighterHR gives us confidence to make clear, concise decisions.”
Ian Tomalin-Hall
CEO, Grammatik
Key Questions about TUPE Transfers
TUPE stands for Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014. The regulations were designed to protect employees when there is a change in ownership or service provision. The aim of the legislation is to ensure that employees are treated fairly in these scenarios and that they don’t suffer any detriment simply because of the transfer.
We can help you analyze the situation to assess whether TUPE applies, and reduce your risk.
Yes, both parties must consult formally with affected employees in most cases. We keep you on track so you don’t fall behind.
For more practical answers about our services and how we work, visit our HR FAQs for SMEs
Take the Next Step
TUPE doesn’t have to be daunting. With LighterHR by your side, you’ll navigate it smoothly, legally, and with confidence.
