A long-established employer was preparing to transfer 60 employees to a new service provider under TUPE. The workforce spanned multiple operational teams, with a mix of contractual terms and long-serving employees who had understandable concerns around job security and changes to their terms and conditions.

The incoming provider proposed changes to HR policies, including pensions, holiday dates, and monthly pay schedules, increasing employee uncertainty and raising the risk of grievances, employee relations issues, and potential legal exposure if consultation was not handled correctly. With significant operational demands already on the internal HR team, external support was required to ensure the process remained compliant, structured, and minimally disruptive.