TUPE consultation meetings streamlined
Transform how you deliver TUPE transfer consultation meetings for better business and people outcomes with our suite of tech-enabled services.
Transform TUPE transfer consultation meeting processes
With over 20 years’ experience supporting organisational change, we understand the challenges HR face in managing
TUPE consultation processes.
That’s why we created Meeting Manager – a unique solution designed to simplify consultation
processes and help support organisations to provide stability and security for employees during business transfers.
Expert TUPE consultation support for businesses
Effective TUPE consultations, while complex, are not only an opportunity to engage employees but are also critical for ensuring compliance. Failure to effectively inform and consult in TUPE programmes can lead to unfair dismissal claims, breach of employment contracts, delays that can have far-reaching operational and financial consequences, as well as reputational damage. And since the 20th of January 2025 tribunals will have the power to increase protective awards by up to 25% where an employer has unreasonably failed to meet their collective consultation obligations.
So, it’s never been more important to ensure consultation processes are consistent, compliant and compassionate, safeguarding your organisation. Meeting Manager makes this easy.
How does Meeting Manager support TUPE consultations?
Meeting Manager empowers organisations to deliver compliant and compassionate consultations by:
Consultation meeting technology
Meeting Manager is our unique, proprietary technology designed to support the administrative demands of TUPE transfers, ensuring you meet all consultation regulations with confidence:
- Effortless scheduling: Automatically organise consultation meetings, ensuring that all key dates and deadlines are met.
- Comprehensive record-keeping: Securely record meeting notes, track attendance and maintain an audit-ready trail of all discussions – vital for demonstrating compliance.
- Transparent communication: Streamline the dissemination of crucial transfer details to all affected employees and representatives, ensuring no one is left out of the loop.
- Risk mitigation: Automate administrative tasks and document every step of the consultation process, reducing the risk of compliance breaches and potential tribunal claims.
Meeting insights
Meeting Manager enables you to track and analyse the TUPE consultation processes, improving compliance and a more smooth transition for impacted employees.
- Consultation monitoring: Track meeting outcomes and key action points, ensuring you have visibility of your TUPE programme.
- Data-driven insights: Leverage comprehensive analytics to identify red flags, enabling you to proactively resolve any issues.
- Compliance assurance: Flag potential risks highlighted during TUPE transfers, safeguarding your organisation against compliance breaches.
- People insights: Gain a deep understanding of employee feedback and participation, helping you to address concerns effectively.
Change management experts
Meeting Manager can be complemented with note-taking support, which can be scaled up at short notice to ensure an accurate account of TUPE consultations and ensure compliance to safeguard your organisation from potentially expensive employment tribunal claims:
- Expert documentation: Our notetakers capture every detail of consultation meetings – including discussions, decisions and employee feedback – to create a comprehensive, audit-ready record.
- Scalable service: Quickly scale note-taking support for larger or more complex TUPE consultations, ensuring no meeting is under-documented.
- Compliance assurance: Maintain precise records that demonstrate adherence to TUPE consultation obligations, reducing the risk of compliance breaches and tribunal claims.
Complementary services
As part of the Empowering People Group, we are able to lean on expertise from across the group to provide complementary TUPE services all under one roof, including:
TUPE toolkits
Comprehensive TUPE toolkit provides everything you need to ensure a compliant process – from legal document templates and agendas to detailed process flows and consent forms. Developed in collaboration with Halborns, our group employment law experts, this toolkit delivers the trusted, up-to-date legal guidance and best practice you need to navigate TUPE transfers confidently.
Outplacement services
Tailored outplacement, coaching and career transition services are designed to support individuals through every stage of workplace change brought about by TUPE transfers. Our group coaching and career transitions experts, Working Transitions, provide bespoke guidance that empowers employees to secure new opportunities and confidently embrace the next phase of their professional journey.
Legal support
Straight-talking, commercial legal support services provide TUPE advice – from negotiations and drafting warranties to sales agreements, managing liabilities, red flag reports, and more. Developed in collaboration with Halborns, these services deliver the clear, pragmatic guidance you need to navigate the complexity of TUPE regulations with confidence.
Frequently asked questions
Employers have a legal duty to inform and engage in meaningful consultation with employee representatives, including trade unions, prior to any employee transfer. This consultation must address planned actions affecting employees, and employers are obligated to give careful consideration to the representatives’ feedback before finalising their response.
In a TUPE transfer, both the transferring and receiving employers can be held responsible for failing to properly inform or consult with employee representatives. Affected employees or their trade union representatives can file a complaint if they believe the employer has not met these obligations.
Maintain detailed records of all consultation meetings, information provided, and responses to employee representative feedback. This includes agendas, minutes, attendance lists, and copies of all written communications.
This can also include documenting representatives’ points were considered, and providing clear, reasoned explanations for any decisions.
In complex cases, seeking legal advice to ensure compliance with all aspects of TUPE may be required. Anyone involved in the consultation process – managers, for example – will also need to be fully trained on their legal requirements.
Clear and consistent consultation procedures that are applicable across all business units and locations will be essential. Meeting Manager can be tailored with built-in scripts to ensure that consultations follow the same compliant process every time.
Providing training to all HR teams and line managers involved in TUPE consultations will also help processes to be consistent.
Unlike redundancy, TUPE regulations don’t specify a fixed notice period for transfers. Employers must provide information about the transfer and its impact on employees to their representatives “long enough before” the transfer to allow for meaningful consultation. While not legally required, considering redundancy consultation timelines for similar numbers of affected employees is advisable.
Want to see how Meeting Manager works in practice?