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uk Work & employment crises

What to do if…
you are told your company is being sold and your employment terms may change

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Do not resign or sign anything on the spot. Get the key facts in writing and keep copies of your current contract, pay, benefits, hours, role, and holiday records before anything changes.

Do not do these things

  • Do not hand in your notice “to get ahead of it”; that can reduce your options.
  • Do not sign a new contract, variation, settlement agreement, or redundancy paperwork under pressure.
  • Do not rely on “nothing will change” unless the details are confirmed in writing.
  • Do not delete emails, payslips, rotas, benefits information, or messages about the sale.
  • Do not object to transferring impulsively; refusing a TUPE transfer can bring your employment to an end.

What to do now

  1. Ask for a short written update today. Request the expected sale or transfer date, who the new employer will be, whether you are expected to transfer, and whether any changes are proposed to pay, hours, location, duties, holiday, pension, bonuses, commission, or benefits.

  2. Secure your “before” paperwork while you still can. Save or print your contract and any variations, job description, recent payslips, bonus or commission terms, holiday entitlement and current balance, benefits documents, pension information, and policies that affect you, such as remote work, overtime, on-call, car allowance, and expenses.

  3. Ask explicitly whether this is being treated as a TUPE transfer. Ask: “Is this being treated as a TUPE transfer?” and “Will my continuous service date stay the same?” If TUPE applies, employees usually transfer to the new employer with their employment contract and length of service preserved.

  4. Ask what “measures” are planned. If anything may change around the transfer, ask the employer to list the proposed measures in writing. This includes reorganisation, role changes, location changes, different hours, new reporting lines, benefit changes, or any plan to issue new terms.

  5. Check how informing and consulting will happen. Ask: “Who are the recognised union or employee representatives for this transfer?” If there is a recognised union, contact your rep. If there are no existing reps, ask whether the employer will arrange elections for employee representatives or consult directly because the organisation or transfer is small. Ask them to confirm the route in writing.

  6. If you are shown new terms, slow it down. Say: “I’m not able to agree today. Please send the proposed terms in writing and give me time to review.” Keep your reply calm and in writing.

  7. Treat “because of the transfer” as a warning sign for contract changes. Where TUPE applies, changes mainly because of the transfer are generally not allowed unless a limited exception applies. Ask for the business reason in writing, what workforce or workplace change is being relied on, and what alternatives were considered.

  8. If you are thinking about refusing the transfer, pause before sending anything. Under TUPE, an employee can refuse to transfer, but this can end employment on the transfer date and is normally treated like resigning. If working conditions would be substantially worse, the position can be more complex, so get advice before you send any objection in writing.

  9. Get independent support early if you feel pressured. Contact your union if you have one, or Acas, before signing anything or agreeing to a change you do not understand.

What can wait

  • You do not need to decide today whether you will stay long-term or look for a new job.
  • You do not need to argue your whole case in a large meeting now; focus first on getting clear written facts.
  • You do not need to negotiate immediately; your priority is avoiding irreversible decisions and preserving evidence of your current terms.
  • You do not need to make a formal complaint unless and until you have clarity on what is actually changing.

Important reassurance

It is normal to feel alarmed when you hear “sale” and “terms may change”. If TUPE applies, contracts and continuity usually carry over, and employers have duties about informing and, where required, consulting employees or their representatives. Your job right now is to slow things down, get the facts in writing, and keep your records.

Scope note

This is first-steps guidance for the initial shock period. If you later face a proposed contract change, redundancy, relocation, refusal to transfer, or pressure to sign documents, you may need specialist help based on your contract, union status, and whether TUPE applies.

Important note

This is general information, not legal or professional advice. Employment situations vary, including whether TUPE applies and what the buyer plans to do. If you are asked to sign anything, or you are threatened with dismissal or redundancy, consider getting independent advice promptly.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

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