Redundancies & TUPE:
Expert HR Support for UK Employers
When it comes to redundancies and TUPE (Transfer of Undertakings – Protection of Employment), the stakes are high. These processes are complex, time-sensitive and can have a lasting impact on your business reputation, employee morale and legal compliance. At DOHR, we bring years of specialist HR experience to help you navigate these situations with confidence, sensitivity and full legal compliance.
Why Choose DOHR for Redundancy & TUPE Support?
- Proven Expertise – We have successfully supported businesses of all sizes and sectors through redundancy programmes and TUPE transfers, ensuring every step meets UK employment law requirements.
- Tailored Approach – No two situations are the same. We assess your business needs, risks and culture before designing a strategy that works for you.
- Minimised Legal Risk – Our team ensures you follow fair, transparent and compliant processes to reduce the risk of costly tribunal claims.
- Support from Start to Finish – From initial planning to consultation, implementation and follow-up, we’re with you every step of the way.
- Sensitive Communication – We help you protect relationships, manage employee morale, and maintain your employer brand.
The Risks of Getting It Wrong
Both redundancies and TUPE transfers are highly regulated. Missteps can lead to:
- Employment tribunal claims for unfair dismissal or breach of TUPE rights.
- Significant financial penalties including protective awards of up to 13 weeks’ pay per affected employee.
- Damage to reputation among staff, customers, and the wider market.
By partnering with DOHR, you protect your business from unnecessary risk and ensure a smooth, compliant process.
Redundancy Support for Employers
Redundancy is never an easy decision, but when it becomes necessary due to restructuring, downsizing or changes in business needs, it’s crucial to handle the process correctly.
Our redundancy support includes:
- Strategic Planning – Assessing business needs, identifying at-risk roles, and planning timelines.
- Consultation Process – Managing both individual and collective consultations in line with UK employment law.
- Fair Selection Criteria – Designing objective, transparent selection methods.
- Documentation & Communication – Preparing letters, scripts, and FAQs for affected employees.
- Alternative Options – Advising on redeployment, retraining, or changes to terms and conditions.
- Post-Process Support – Helping with appeals, settlements, and ongoing staff engagement.
Common pitfalls we help you avoid:
- Failing to consult properly with employees.
- Using discriminatory selection criteria.
- Rushing the process and increasing the risk of claims.
TUPE Support for Employers
The TUPE Regulations protect employees when a business or service is transferred to a new employer. Whether you are the incoming employer (transferee) or the outgoing employer (transferor), TUPE compliance is essential.
Our TUPE support covers:
- Due Diligence – Gathering and reviewing employee liability information.
- Consultation & Communication – Supporting you in informing and consulting with affected staff.
- Contract Review – Identifying and addressing contractual obligations, benefits, and liabilities.
- Post-Transfer Integration – Managing the smooth integration of employees into the new organisation.
- Change Management – Advising on permissible changes and managing cultural alignment.
Typical TUPE scenarios we manage:
- Mergers and acquisitions.
- Outsourcing or bringing services back in-house.
- Business sales or transfers.
- Service provision changes in facilities management, catering, cleaning, IT support, and more.
Why Act Now?
Redundancy and TUPE situations often come with strict legal timeframes. Early planning and expert guidance are key to avoiding mistakes that can cost your business financially and reputationally.
Talk to Our HR Experts Today
If you are facing a restructure, downsizing, or business transfer, don’t take chances.
Contact DOHR now for confidential, practical, and legally compliant HR support that keeps you in control and your business protected.
FAQs: Redundancy & TUPE for UK Employers
Q1: What is the correct process for making staff redundant in the UK?
The redundancy process must follow UK employment law, including a genuine redundancy reason, fair selection criteria, and consultation with affected employees. For 20+ redundancies, collective consultation rules apply. Employers must also provide notice periods and redundancy pay where eligible.
Q2: How long does the redundancy process take?
The timeframe depends on the number of redundancies and complexity of the situation. For fewer than 20 redundancies, consultation should be reasonable and typically lasts at least a couple of weeks. For 20 or more, the law requires a minimum of 30 or 45 days’ collective consultation.
Q3: What does TUPE mean for employers?
TUPE (Transfer of Undertakings – Protection of Employment) protects employees when a business or service transfers to a new employer. It means employees keep their existing terms, conditions, and continuity of service, and employers must inform and consult with staff before the transfer.
Q4: Can I change employees’ terms after a TUPE transfer?
In most cases, you cannot make changes to employees’ contracts if the sole or main reason is the TUPE transfer. Changes are only allowed if they are for an economic, technical, or organisational (ETO) reason involving changes to the workforce, and following proper consultation.
Q5: What are the risks of getting redundancy or TUPE wrong?
Failing to follow the correct process can lead to unfair dismissal claims, protective awards (up to 13 weeks’ pay per affected employee), financial penalties, and reputational damage. Professional HR guidance helps you stay compliant and reduce risk.
Q6: When should I get HR advice for redundancies or TUPE?
Ideally, seek HR advice as soon as you start considering a restructure, downsizing, or business transfer. Early planning ensures you meet all legal obligations, protect employee relations, and avoid costly mistakes.