Under TUPE rules, a buyer should approach employee consultation and information sharing in a transparent, timely, and structured manner. Affected employees or their representatives must be informed about the transfer, its timing, the reasons for it, and any expected impact on their employment. Where changes are proposed, meaningful consultation should take place in good faith. Handling the process with clarity, respect, and legal compliance helps maintain trust, minimise disruption, and reduce the risk of disputes.

When buying a UK business, under TUPE rules, a buyer should approach employee consultation carefully, early, and transparently. You need to provide affected employees with clear information about the transfer, any changes to contracts, and the impact on their roles, ideally before the deal closes. Handling it poorly can create fear, resistance, or even legal claims, so doing it right feels like a huge relief it builds trust, reduces anxiety, and sets the tone for a smoother transition where employees feel respected rather than blindsided.

A buyer should work closely with the seller to ensure timely, transparent consultation with affected employees or their representatives, as required under TUPE. Information about the transfer, its timing, and any proposed changes should be shared well before completion. A respectful, compliant approach builds trust, reduces legal risk, and supports a smoother transition.