Staffing · All sectors
Staff transfer (TUPE) tender questions: what to include without giving legal advice
Prepared by TenderChecker. Last reviewed 4 October 2026. General guidance only — every buyer's own instructions and criteria take priority.
Short answer
Where the buyer indicates staff may transfer, describe how you'll plan, communicate with affected staff, work with the outgoing provider and integrate people.
This guide is not legal advice. Take appropriate advice on obligations and don't state legal conclusions in your answer.
What the buyer might be asking
- How will you manage any staff transfer?
- How will affected staff be supported?
Worked example (fictional)
Everything in this example — company, people and numbers — is invented for illustration.
Example question: Describe how you will manage the transfer of any staff to your organisation. (Max 500 words)
Fictional context: Fictional bidder: Northgate Cleaning Services Ltd. Supplied fictional notes: HR adviser engaged on transfers; welcome meetings held on site.
Weak draft (fictional)
We are experts in TUPE and all transfers go smoothly.
What the draft misses
- 'Experts' unsupported; no process described.
A better version (using only the fictional facts above)
We engage our HR adviser on any transfer [insert role]. We will request staff information from the outgoing provider [insert timing] and hold welcome meetings on site [insert content]. [Insert how staff questions are answered and how they're inducted into our systems.]
Bracketed text marks facts the bidder still needs to supply. Never fill these with invented figures.
Evidence checklist
- ☐ Advice arrangement
- ☐ Communication plan
- ☐ Information exchange
- ☐ Induction/integration
Common mistakes
- Legal conclusions
- Expert claims without evidence