● Check whether TUPE will apply to the transfer.
● Identify who will transfer – in a service provision change this includes who is part of the organised grouping of employees carrying out work for the ‘client’ (the organisation receiving the services).
● Identify all benefits and risks the transfer could bring and what it might achieve for the organisation and affected employees.
● Consider how you’ll keep staff informed about any transfer plans.
● Consider how you’ll manage the transfer and keep staff motivated.
● Consider how you’ll retain knowledge and skills with remaining staff.
● Consider whether any changes in working practices (‘measures’) may be needed after the transfer.
● Inform any recognised trade union or elected representatives about the possibility of a transfer.
● If there is no recognised trade union or authorised employee representatives, arrange an election of employee representatives with your affected employees to inform and consult on the possible transfer.
● Decide whether any assets or equipment will transfer.
● Provide any due diligence information requested from the employer potentially taking on the transfer in a way that complies with data protection law.
● Provide any warranties and indemnities.
● Develop a timeframe for the transfer.
● Provide the new employer with employee liability information (ELI) and make sure it’s accurate and provided on time.
........................................