# EMPLOYEE INTERNAL TRANSFER LETTER
Date: 15 June 2032
Parties: Eleanor Hughes and Westmoor Renewables Limited
## 1. Purpose and parties
Westmoor Renewables Limited writes to Eleanor Hughes on 15 June 2032 to confirm her permanent internal transfer from Customer Support Adviser in the Leeds office to Project Coordination Officer in the York office, effective 1 July 2032. Eleanor's current manager is Ben Carter and her new manager will be Sofia Malik. This is a move within the same employer, not a redundancy, dismissal or transfer of an undertaking under TUPE.
## 2. Facts, scope and terms
From 1 July 2032 Eleanor's annual salary will increase from £36,800 to £39,600, an increase of £2,800 per year. Her new role is full time at 37.5 hours per week, Monday to Friday, normally 09:00 to 17:30 with a one-hour unpaid lunch, and the York office is at 7 Station Approach, York YO1 6GA. The salary increase will be included in the July payroll; all other pay dates remain unchanged.
## 3. Process and responsibilities
Her contractual start date of 11 September 2028, continuous employment and three-month notice period remain unchanged. Her 28 days' annual leave including bank holidays, pension participation, private medical benefit, sickness provisions, confidentiality, intellectual-property obligations and other written terms also remain unchanged. Eleanor is not required to sign a new probation clause, and there is no trial period; performance objectives for the new role will be agreed without interrupting her continuity.
## 4. Evidence, records and safeguards
Eleanor will remain in Customer Support for handover from 15 to 25 June, completing the open-case schedule and showing Sofia the escalation log. She will attend the Project Coordination induction during the week beginning 28 June, receive access to the Orion planning system on 29 June, and meet Sofia for a one-to-one on 1 July. The first 30-day objectives—maintaining the project tracker, issuing weekly risk summaries and escalating delays—will be agreed by 15 July.
## 5. Review, escalation and outcome
Westmoor has selected Eleanor for her documented scheduling and customer-resolution experience and has consulted her about the move. She may raise a concern with Ben, Sofia or HR before 1 July, and the transfer does not prevent a grievance or request for reasonable adjustments. The company will provide a safe workstation in York and reimburse authorised travel under the existing expenses policy; the change of office does not authorise an unlawful deduction or reduction in benefits.
## 6. Reservations and practical protections
Eleanor must return her Leeds access pass by 25 June and collect a York pass on 1 July. Ben will confirm the handover on 26 June, and Sofia will confirm completion of the new-role induction on 8 July. HR will update the role, manager, location and salary records but will preserve the original employment date. If a material contractual variation is later proposed, Westmoor will consult Eleanor and obtain any consent required rather than treating this letter as advance consent.
## 7. England and Wales law and completion
This completed fictional letter is governed by England and Wales law and takes effect as confirmation of the agreed transfer on 1 July 2032. Eleanor should sign and return one copy by 22 June 2032 to acknowledge receipt; her signature does not waive statutory rights or imply agreement to any term not stated here. Westmoor and Eleanor will retain signed copies, and the letter prevails only to the extent it expressly varies the existing written terms. HR will give Eleanor an updated organisation chart and contact details for payroll questions, without changing the agreed salary or effective date. The transfer will be recorded in her personnel file as continuous employment, and her existing service-related benefits will continue to accrue. No administrative record may be used to reduce a benefit that this letter leaves unchanged. HR will retain the signed transfer record with the contract.