Employee Transfer Packwith expert lawyers

Employee transfers usually need to be coordinated with the transaction structure and completion timetable, rather than handled as a last-minute admin step. That means identifying affected staff, checking who currently employs them, reviewing their terms, and preparing the transfer communications in the right order. In some deals, acceptance of new employment needs to happen before completion. In others, continuity, leave balances or recognition of service become the main issues. This service helps with the transfer documents and the legal sequencing around them so the employment side of the deal is addressed in a practical way.

We usually need to know whether the deal is an asset sale or share sale, which employees are affected, what their current terms look like, and what the proposed new arrangements will be. It also helps to have any existing employment contracts, policies, award coverage information and the expected completion date. The practical working model can be just as important as the contract wording, especially if duties, reporting lines or engagement labels do not reflect what happens in practice. Those details shape the transfer letters and the guidance that comes with them.

Timing matters because the legal and practical consequences can change depending on when staff are notified, when offers are made, and how those steps line up with settlement. If the sequence is off, there can be confusion about who is responsible for wages, accrued entitlements, continuity of service or acceptance of revised terms. In some transactions, the paperwork is straightforward but the order of events is where risk appears. A key part of this service is helping you line up the transfer letters and related steps with the transaction timetable so the process is clearer for both sides.

It can flag classification issues where they affect the transfer, but it is not a blanket determination service for every worker. If someone has been treated as a contractor on paper but works more like an employee in practice, that can affect the transfer analysis and the documents needed. The best approach depends on how the parties work together, what has already been agreed and where the main risks sit. Where classification is contested or unusually complex, more detailed advice may be needed beyond the standard fixed-fee scope for this page.

No. This service is for the transfer stage of the transaction, including the key documents and legal guidance around that event. It does not include ongoing HR management after completion, handling employee grievances as they arise, or representing you in a dispute or claim. If an employee refuses the proposed arrangement, raises a complaint or there is a separate disagreement about employment liabilities under the sale documents, that would usually require additional work. Keeping the scope narrower helps focus the service on the transfer process itself.

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