TUPE & M&A Integration

Get the people side of the deal right.

TUPE consultation, HR due diligence, and post-merger people integration across Ireland and the UK. From assessing the risk before you sign to landing the integration after.

TUPE and M&A transactions are where HR mistakes become legal exposure, tribunal claims, and culture failures.

Most organisations bring in generalist HR support and hope for the best. A1HR brings specialist knowledge of transfer regulations, deal-stage people risk, and the practical reality of integrating multiple workforces.

We bring the seniority to advise at board level and the operational capability to deliver on the ground.

What we do

Support across the deal and transfer lifecycle

TUPE Consultation

Structuring and running TUPE consultation processes that are legally compliant and practically effective. Employer and employee information, representative election, collective consultation, and individual communications.

HR Due Diligence

Fixing an implementation that went live but didn't deliver. Diagnostic, data cleanse, configuration correction, adoption recovery. Faster and cheaper than starting again.

Post-Merger Integration

Integrating two workforces into one organisation. Harmonising terms, aligning culture, integrating HR systems, restructuring where needed, and retaining the people you need to keep.

Change & Redundancy

Managing collective redundancy processes, restructuring programmes, and major workforce change in compliance with Irish and UK employment law with the communications expertise to protect culture through the process.

Why it matters

The cost of getting TUPE wrong

Getting TUPE right is not just a compliance exercise it's a commercial one. Errors in the process create employment liability that can affect deal completion, post-deal integration, and ongoing tribunal exposure. Senior specialist advice from the start is significantly cheaper than fixing mistakes after the fact.

How we work

Engaged at the right moment

01. Pre-deal / due diligence stage

People risk assessment, workforce analysis, liability review. Advising the acquirer on what they're inheriting and what it means commercially.

02. Deal completion / transfer

Structuring and running the consultation process. Drafting information documents, managing representative engagement, advising on objections and variations.

03. Post-transfer integration

Harmonising terms and conditions, aligning culture, integrating HR systems, and managing the people realities of two organisations becoming one.

Facing a TUPE transfer or acquisition?

Early advice costs a fraction of late remediation. Get in touch for a confidential conversation about your situation.