Mergers and acquisitions (M&A) can be complex and challenging for businesses. From an HR perspective, there are several key considerations that should be taken into account when navigating M&A. These include conducting due diligence, managing employee transitions, communicating effectively with employees, ensuring compliance with local employment laws, etc..
One of the first steps in navigating M&A from an HR perspective is to conduct due diligence. This involves reviewing the HR practices and policies of the company being acquired to identify any potential issues or risks. Due diligence can help ensure that the acquiring company is aware of any potential liabilities or compliance issues.
In addition to conducting due diligence, employers should also manage employee transitions when navigating M&A. This can include identifying which employees will be affected by the M&A and developing a plan for their transition. The plan could involve offering retention bonuses, providing outplacement services, or assisting with job searches.
Effective communication is also important when navigating M&A from an HR perspective. Employers should communicate openly and honestly with employees about the acquisition and its potential impact on their jobs. This can help reduce uncertainty and anxiety among employees.
Employers should also ensure compliance with local employment laws and regulations when navigating M&A. This can include complying with statutory requirements for employee consultation, providing notice of termination, and offering severance pay.
Consultation with employees is an important consideration when navigating M&A. In some countries, such as those in the European Union (EU), employers are required to consult with employee representatives before making certain decisions that could affect employees. Employers should ensure that they comply with local consultation requirements when navigating M&A.
Some employers may contemplate a reduction in workforce in an M&A situation. Employers will need to manage this carefully and ensure compliance with local employment laws and regulations. For example, in France, employers are required to follow specific procedures when implementing a collective redundancy. This includes consulting with employee representatives and providing support for affected employees. In some cases dismissals may be prohibited (e.g. where there is a transfer of economic entity, dismissals by the transferor before the transfer are prohibited if such dismissals are by reason of the transfer).
There could also be further legal requirements to observe when navigating M&A. For example, in the United Kingdom, the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) apply when a business is transferred from one owner to another. TUPE provides protection for employees by ensuring that their terms and conditions of employment are preserved.
Data protection is another important consideration when navigating M&A. In countries that are subject to the General Data Protection Regulation (GDPR), employers must ensure that they comply with GDPR requirements when processing personal data during an M&A.
Employee benefit matching is another important consideration when navigating M&A. In some cases, employers may need to match the employee benefits offered by the acquired company. Employers should carefully review the employee benefit plans of the acquired company to determine whether any measures are necessary.
In summary, navigating M&A can be challenging and it’s essential for employers to take an HR perspective into account. With careful planning employers can help ensure a smooth transition for their workforce.
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