TUPE Redundancy Rights Calculator 2026
Calculate redundancy rights under TUPE. Employee rights transfer to new employer — continuous service is preserved. Calculate statutory redundancy if dismissed.
TUPE Redundancy Pay Calculator
Frequently Asked Questions
What is TUPE?
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protect employees when a business or part of it is transferred to a new employer, or when a service changes hands.
Does continuous service restart under TUPE?
No — continuous service transfers to the new employer. If you worked for 8 years before a TUPE transfer and are later made redundant, you have 8+ years for redundancy calculations.
Can the new employer change my terms after TUPE?
Generally no. Changing terms connected to the transfer is prohibited unless there are economic, technical or organisational (ETO) reasons entailing workforce changes. Detrimental changes can be void.
What if I'm dismissed before the TUPE transfer?
Dismissal in connection with a TUPE transfer is automatically unfair unless an ETO reason applies. You can claim unfair dismissal (no qualifying period needed for TUPE-related dismissal).
Does TUPE apply to outsourcing?
Yes — TUPE covers 'service provision changes': when work is outsourced, brought back in-house, or moved to a new contractor. The employees doing that work transfer.
What information must employers provide under TUPE?
The outgoing employer must provide 'employee liability information' to the incoming employer at least 28 days before the transfer, including terms, disciplinary records, and any collective agreements.
Can I object to a TUPE transfer?
Yes — you can notify the employer that you object to the transfer. If you do, your employment terminates at the transfer date without compensation (treated as resignation, not dismissal), unless the objection is because the transfer would involve a substantial change to your detriment.
Are pension rights protected under TUPE?
Occupational pension rights are not directly transferred under TUPE. However, the new employer must offer minimum pension arrangements. Enhanced or final-salary pensions may not be replicated.
How long does the new employer have to consult on TUPE?
There is no fixed period for employee/union consultation on TUPE measures, but it must be 'long enough' and must be meaningful. For collective redundancies, a 30-day or 45-day period applies.
What is the weekly pay cap for redundancy?
£700 per week in 2025/26 (reviewed annually each April). Only complete years of service count, capped at 20 years.
Can my contractual redundancy pay be better than statutory?
Yes — many employment contracts offer enhanced redundancy pay. The TUPE-preserved terms include any enhanced redundancy clause in your original contract.
What if the new employer is insolvent?
If the new employer becomes insolvent, the National Insurance Fund (via the Insolvency Service) covers statutory redundancy pay and certain arrears, up to the weekly cap.