ABSTRACT
As an integration manager reach the end of the merger process, with the announcement of new appointments, terminations, details of product lines and reorganization, the time has come to address the transfer of employment contracts. It may also be an appropriate time to conduct a satisfaction survey amongst remaining employees to identify potential areas of concern and define effective corrective action. As well as affecting terminations, local regulations govern the transfer of working contracts. Bear in mind that in Europe, limiting the transfer of employment to a circular note stipulating that all employees are now part of the new organization can be disputed in court, as any amendment to the employment contract needs the approval of both parties. Communication remains a key issue at this time, particularly regarding some of the transitional aspects of the transfer of employment rights, and especially if pension, special insurance, holiday and other benefits are affected by the merger.
