🖋️ TUPE objection letter

About this category

A tupe objection letter is a letter written by an employee to their employer objecting to the employer's use of the transfer of undertakings (protection of employment) regulations. The letter must be given to the employer before the transfer takes place.

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🖋️ TUPE objection letter


Standard Letter By An Employee Objecting To A TUPE Transfer

The legal template titled "Standard Letter By An Employee Objecting To A TUPE Transfer under UK law" is designed to assist employees in asserting their objections to a business transfer under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE).

TUPE is a legislative framework in the UK aimed at protecting employees' rights when their employer changes due to a business transfer or service provision change. In some cases, employees may express concerns or disagreements regarding the transfer process, fearing potential negative implications on their employment terms, conditions, or their general working environment.

This template provides a standardized letter through which an employee can voice their objection to a specific TUPE transfer. It outlines the employee's intention to dispute the transfer and highlights the reasons for the objection. The document also incorporates relevant legal references and outlines the employee's rights under TUPE regulations.

By utilizing this template, employees can draft a formal objection letter to their employer outlining their concerns and request further information or consultation regarding the pending business transfer. The document serves as a legal tool to ensure that employees exercise their rights and engage in a transparent and fair transfer process.

It is important to note that while this template offers a framework for expressing objections, employees should consider seeking legal advice to ensure their objections comply with applicable UK employment law and specific circumstances.
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Object to TUPE

1. TUPE may not be fair to the new employer if the old employer has not followed proper procedures or has not given enough information about the transfer. 2. TUPE may not be fair to the employees if they are not given enough information about the transfer or if they are not consulted about the transfer. 3. TUPE may not be fair to the shareholders of the new company if the transfer of employees would result in the company being less profitable.