Business acquisition or merger?
Planning to acquire or merge with a company? Chances are the other organisation has different employment conditions. Granular insight into these employment conditions is naturally key, which is why conducting a due diligence investigation beforehand is so important. Then there's the next big question: how can you best integrate other employment terms into your own organisation? Alternatively, you could also choose to harmonise both sets of terms.
Harmonisation
This is often an ideal opportunity to review the full package of employment conditions and align them with your business objectives.
However, harmonisation can be complex, especially during a legal transfer of undertaking is involved. In such cases, employees automatically transfer to the acquiring company’s payroll, including all existing employment terms.
That’s why it’s essential to structure a harmonisation process carefully. Step one is mapping out all employment terms, both in content and financial impact. Next, determine which conditions are perceived as important or sensitive by employees and use this knowledge to design a new comprehensive package.
Implementing the full package
The final step is to implement this new package across the organisation. Good communication and employee involvement are crucial at this point, so think ahead about how to engage your team in the process. Is active participation a good idea, or do you have a works council?
We’ll advise and guide you throughout the process. You can count on our thorough approach, with transparency, a market-appropriate employment package, and satisfied employees as key priorities.
