Question 1

How can I compliantly onboard employees from an acquired company where I don't have a legal entity?

Accepted Answer

G-P has an extensive entity infrastructure in 180+ countries. You can use our employer of record (EOR) solutions to integrate talent quickly without the cost, risk, and complexity of setting up your own entity.

Question 2

How quickly can I transition acquired employees to G-P?

Accepted Answer

Speed is key post-acquisition. With G-P EOR, you can onboard employees in as little as 3-7 days.

Question 3

How can you help me justify the cost of G-P's M&A solution to our investors or board?

Accepted Answer

G-P serves as the legal employer of record for the acquired employees and manages the complexities of local employment law. For your backers, this isn't just a service; it's an insurance policy that de-risks the acquisition, protects the investment, and ensures a clean, compliant transaction.

Question 4

How do you handle TUPE (Transfer of Undertakings, Protection of Employment) and other complex local transfer laws?

Accepted Answer

Our in-house team of over 40 legal experts specializes in these challenges. We manage TUPE processes and other local requirements. We offer compliant solutions like tripartite agreements to protect employee seniority and ensure a smooth transition.

Question 5

How do you help me retain talent and manage their benefits and seniority during the transition?

Accepted Answer

A positive employee experience is key. We offer competitive, locally compliant benefits packages, and our in-country HR specialists give your new team members 24/7 support during and after the transition. Our compliant contracts can be structured to recognize prior service and seniority where legally applicable.

Question 6

Can G-P act as a temporary bridge solution while I set up my own entity?

Accepted Answer

Yes, our EOR solutions are designed for flexibility. With us, you can hire your new team immediately while you take the months (or more) to establish your own legal entity. There are no long-term commitments.

Question 7

Is G-P a good fit for integrating a small, dispersed team?

Accepted Answer

Absolutely. For a small business, inheriting three employees in three countries would normally require setting up three separate legal entities, costing months and tens of thousands of dollars. With G-P EOR you can compliantly transition employees, regardless of location, in days using our global entity infrastructure. You avoid the cost and complexity, accelerate your deal value, and can focus on integrating your new team.

Question 8

The acquired company used a mix of employees and contractors. Can you handle both?

Accepted Answer

Yes. Our global employment platform is built to handle your entire blended workforce. We make sure every worker is managed compliantly according to their classification. This is done through G-P EOR for full-time employees and G-P Contractor for project-based workers.

Question 9

What happens if I need to restructure or downsize the acquired team post-integration?

Accepted Answer

As the legal employer of record, we manage all aspects of the employee lifecycle. This includes compliant terminations. Our local experts make sure that any restructuring is handled with care and in accordance with local labor laws.

Question 10

How can your solution help me realize the value of my acquisition faster?

Accepted Answer

Our industry-leading global employment products accelerate your deal value. By using EOR for onboarding, Contractor for workforce flexibility, and Gia for instant compliance intelligence, you can integrate your new global team in days.

Conquérir la complexité de la main-d’œuvre en fusions et acquisitions.

L’intégration de la main-d’œuvre en fusions et acquisitions est un jeu à enjeux élevés.

Angles morts de conformité et de responsabilité

Perte de talent critique

Chaos de conformité des entrepreneurs

Manque d’expertise locale

Intrication d’entités

Surcharge opérationnelle

Drain financier

Expérience négative des employés

Les fusions et acquisitions mondiales simplifiées.

Accélérez la valeur de votre accord de fusions et acquisitions avec G-P.

Les talents internationaux conservés sans couture

Risque minimisé après la cession

Talents intégrés à travers 9 pays

Votre partenaire expert en intégration de la main-d’œuvre en fusions et acquisitions.

Intégrer les employés acquis.

Poursuivez les relations avec les entrepreneurs.

Minimisez les risques de conformité.

Obtenez des conseils RH alimentés par l’IA.

Exploitez l’expertise locale.

Atteindre la prévisibilité des coûts.

Votre manuel pour les fusions et acquisitions mondiales.

Les 10 questions les plus fréquentes concernant les fusions et acquisitions

Comment puis-je intégrer en conformité des employés provenant d’une entreprise acquise où je n’ai pas d’entité légale?

À quelle vitesse puis-je transférer les employés acquis vers le G-P?

Comment pouvez-vous m’aider à justifier le coût de la solution de fusions et acquisitions de G-P auprès de nos investisseurs ou du conseil d’administration?

Comment gérez-vous le TUPE (Transfert d’Engagements, Protection de l’Emploi) et d’autres lois locales complexes sur les transferts?

Comment m’aidez-vous à retenir les talents et à gérer leurs avantages et leur ancienneté pendant la transition?

Un travail sans limites