Last updated: April 2026
TUPE can be fact-sensitive
This checker flags likely TUPE rights and common problems. Transfers, outsourcing, insourcing, and contract retenders can be legally complex, so use the result as a prompt to get advice quickly.
TUPE applies check
Protected: Employment transfers automatically
You do not need to sign a new contract for the transfer itself.
Protected: Terms and conditions preserved
Pay, hours, holiday, and contractual benefits normally transfer.
Protected: Continuous employment maintained
Your start date should carry over to the new employer.
Protected: Dismissal because of transfer restricted
Transfer-connected dismissal is normally automatically unfair unless an ETO reason applies.
Protected: Pension contributions protected
Occupational pension scheme terms are treated differently, but minimum contribution protection can apply.
Based on your answers, no common TUPE breach has been detected. Keep all transfer information and consultation records.
Employment tribunal claims related to TUPE usually need ACAS early conciliation and must normally be started within 3 months less 1 day of the act complained of.
TUPE protects employees when a business changes hands or a service contract moves. Employment usually transfers automatically on the same terms.
Generally not if the reason is the transfer itself. Changes may be possible for economic, technical, or organisational reasons involving workforce changes.
You can object to transfer, but this is usually treated as resignation rather than dismissal. Get advice before objecting.
This calculator is designed to help you understand the likely number before you make a decision or start an application.
Your result should be checked against official UK guidance, especially if your circumstances include dependants, exemptions, prior leave, or a complex immigration history.
Treat the figure as a planning tool rather than legal advice. Where the answer affects an application deadline or major payment, speak to an authorised adviser.
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