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.

克服 M & A 劳动力的复杂性。

M & 劳动力整合是一场高风险的游戏。

合规和责任盲点

关键人才流失

承包商合规混乱

缺乏当地专业知识

实体纠缠

运行超负荷

资金流失

负面的员工经历

Global M&As 变得简单。

使用 G-P 加速实现您的 M & A 交易价值。

无缝留住全球人才

资产剥离后风险最小化

来自 9 国家/地区的综合人才

您的专家 M & 劳动力整合合作伙伴。

整合收购的员工。

继续与合同工建立关系。

将合规风险降至最低。

获取人工智能驱动的人力资源指导。

利用当地的专业知识。

实现成本可预测性。

您的全球合并和收购手册。

关于合并和收购的前 10 常见问题

如果我没有法人实体，我怎样才能合规地为被收购的公司招聘员工？

我能以多快的速度将收购的员工过渡到 G-P？

你怎么能帮我向我们的投资者或董事会证明G-P的M & A解决方案的成本是合理的？

如何处理 TUPE（经营权转让、就业保护）和其他复杂的地方转让法律？

在过渡期间，你们如何帮助我留住人才并管理他们的福利和工龄？

工作无极限