Under TUPE, the current employer (and the academy trust where it is already incorporated and employs staff) must inform any recognised trade unions or elected employee representatives of the fact that the transfer is to take place, when it is to take place and the reasons for it. There is no obligation to consult unless it is intended that ‘measures’ will be taken. Measures include plans or proposals that you foresee and have in mind to implement, including any material change in existing work practice or working conditions. Examples include redundancies (whether voluntary or compulsory), a change to pay dates or loss of staff benefits. Even when consultation is required, there is no obligation to inform or consult with employees directly. However, in our experience, most schools will strive to ensure that staff feel involved in the decisions that are being taken and consultation meetings go a long way with this. In any event, the Academies Act 2010 requires staff to be consulted like any other stakeholder on whether the school should be converted into an academy. There is no need to hold separate ‘TUPE’ and ‘general’ consultation meetings.