# TUPE Information and Consultation Letter — Service Transfer
Date: 19 October 2026
Parties and reference: Outgoing employer: Alder Facilities Ltd, 5 Station Court, Reading RG1 1PX. Incoming employer: Brook Workplace Services Ltd, 18 Canal Road, Reading RG1 2PX. To elected representatives Alex Reed and Morgan Lee. Transfer EXAMPLE-TUPE-1130.
## 1. Proposed transfer and representation
Dear Alex and Morgan, we propose transferring the dedicated office-cleaning service at Cedar House, Reading, to Brook on 30 November 2026 because the client has awarded Brook the replacement service contract. On the stated facts we consider this a service provision change covered by TUPE. Twelve assigned employees are expected to transfer. Alder employs 52 people overall, has no recognised union or existing appropriate representatives, and held a fair secret-ballot election on 12 October at which you were elected for all affected staff, including those remaining with Alder.
## 2. Legal, economic and social implications
Subject to TUPE's application to each employee, employment transfers automatically with continuity preserved and applicable contractual rights and liabilities passing to Brook. The transfer is not itself a lawful reason to dismiss or freely rewrite terms. Pension treatment has specific exceptions and protection requirements; individual pension information will follow rather than a promise that every scheme term transfers unchanged. We envisage no transfer-related redundancies and no change to base pay, contracted hours or work location. If that position changes, we will inform and consult promptly.
## 3. Measures and agency-worker information
Alder proposes a secure payroll handover and a paid briefing, but no changes for its remaining employees beyond revised supervisor reporting lines. Brook has told us it proposes a new uniform at its cost, paid system training and moving monthly payday from the 25th to the last working day, with a transition payment to avoid hardship. The payday change is a proposal, not an imposed variation; lawful agreement and TUPE restrictions must be addressed. Alder currently uses two agency receptionists at its head office, neither assigned to this service, and no agency workers at Cedar House.
## 4. Consultation timetable and facilities
We invite written questions by 26 October and a paid consultation meeting with both employers at 10:00 on 2 November at Cedar House, with further meetings as needed before transfer. We seek agreement on the proposed measures and will consider alternatives and give reasons for responses; this is not a request to rubber-stamp a final decision. You may consult constituents in paid time and use a private meeting room and secure email. Tell us about accessibility needs or missing information. There is no assumption that 14 days is a universal statutory TUPE consultation minimum.
## 5. Information transfer, updates and signature
Alder will provide Brook with the required accurate employee liability information securely by 2 November, at least 28 days before the proposed transfer, and notify changes; this statutory employer-to-employer information is separate from consultation with you. We will share necessary staff privacy information and restrict access to personal records. Please send questions to hr@alderfacilities.example.com. We will circulate agreed minutes, unresolved issues and updated measures before implementation. Signed: Helen Ward, HR Director, Alder Facilities Ltd, 19 October 2026; Brook contact Daniel Price, Transition Manager.