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 and coverage of 180+ countries. You can use G-P EOR 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 I 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 platform is 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 Global Employment Platform covers all your global needs. By using EOR for onboarding, Contractor for workforce flexibility, and Gia for instant compliance intelligence, you can integrate your new global team in days.

M&Aの複雑さを解消する

M&Aにおける労働力統合は重大なリスクを伴う

コンプライアンスと責任に関する盲点

人材流出

請負業者のコンプライアンス混乱

現地の専門知識の不足

実体絡み合い

業務過多

財政的負担

従業員のネガティブな経験

グローバルM&Aをシンプルに

GPを活用してM&A取引の価値を加速させましょう

グローバルな人材を円滑に維持

売却後のリスクを最小限に抑える

9カ国にわたる統合された人材

M&Aにおける労働力統合のエキスパートパートナー

買収した従業員を統合する

請負人との関係を継続する

コンプライアンスリスクを最小限に抑える

AIを活用した人事ガイダンスを入手しましょう

地元の専門知識を活用する

コスト予測可能性を実現する

グローバルな合併・買収のための戦略ガイド

合併・買収に関するよくある質問トップ10

法人格を持たない買収企業から従業員を、法令遵守に則って入社プロセスするにはどうすればよいでしょうか？

買収した従業員をG-Pに移行させるには、どれくらいの速さで移行できますか？

G-PのM&Aソリューションの費用を、投資家や取締役会にどのように正当化すればよいでしょうか？

TUPE（事業譲渡における雇用保護）やその他の複雑な現地の移転関連法規にはどのように対応していますか？

移行期間中に、優秀な人材を維持し、彼らの福利厚生や勤続年数を適切に管理するには、どのような支援が必要ですか？

スタックを同期して世界規模で展開。