TUPE Out for Four Contracts
About the project
Date:
Feb 9, 2025
Objectives
Deliver a fully compliant TUPE transfer for all affected employees
Maintain service continuity across all four contracts
Provide clear communication to employees, unions, and incoming providers
Protect employee rights and minimise risk of dispute
Bianca handled an extremely sensitive TUPE transfer with calm precision. Her communication and coordination kept the process compliant and the workforce reassured.
HR Director
Role & Responsibilities
Led a cross-functional team involving Payroll, HR, Legal, and Finance
Oversaw data extraction, cleansing, and analysis across multiple systems
Built risk matrices and compliance dashboards to highlight potential breaches
Presented findings and remediation recommendations to executive leadership
Coordinated direct employee remediation, policy updates, and future prevention controls
Challenges
Fragmented timekeeping data across legacy systems
Historical manual deductions lacking clear documentation
Identifying hidden or indirect underpayment risks (e.g., pre-shift tasks)
Tight reporting deadlines tied to audit requirements
Solutions Delivered
Conducted detailed pay/time reconciliation for all impacted employees
Created a centralised compliance dashboard with real-time alerts
Implemented new policies for deductions, uniform costs, and timekeeping accuracy
Worked with Payroll and Ops to redesign sign-in/out processes
Delivered training to managers on NMW requirements and audit expectations
Outcomes & Impact
Full visibility of NMW exposure and high-risk employee groups
Eliminated historic underpayment cases and avoided HMRC penalties
Introduced long-term controls, reducing compliance risk for future periods
Improved payroll accuracy and consistency across the organisation
