You closed the deal. Now the benefits are yours.
After an acquisition, start by taking inventory of every plan you inherited, when each one renews, and what people value. From there, you can keep the plans for now, bring everyone together, or rebuild around the new company. Whichever path you pick, your new team gets a clear message and a person to call.
You've got new people, a plan you didn't pick, and about a hundred other things on your desk. I'll take the benefits piece, sort out what you inherited, and give your new team a person to call.
The plan came with the company
Sound familiar?
- You now own plans you didn’t choose.
- The renewal dates don’t line up.
- New employees keep asking, “What happens to my coverage?”
- The old broker is gone, or nobody’s sure who it is.
- The integration list keeps getting longer.
Before close: what to look at
If the deal hasn’t closed yet, a little homework now makes the first few months a lot calmer.
What plans exist today
Medical, dental, vision, voluntary, telehealth. We list every one, who it’s with, and who’s on it.
When things renew
Every renewal date and decision goes on one calendar. That way nothing sneaks up on you after close.
What people value
Find out which benefits the new team will notice most. If they love their dental plan or a certain doctor, you want to know that before you change anything.
After close: keep, combine or rebuild
Keep it for now
If the inherited plan works and the new team is settling in, leaving it alone for a while can be the right call. Stability counts for a lot when people just changed employers without asking to.
Bring everyone together
At some point you may want one package for the whole company. We pick the moment that makes sense, usually tied to a renewal date, and move everyone over with clear communication.
Rebuild around the new company
Sometimes neither old plan fits where the combined company is going. Then we rebuild around the new company from the ground up.
How we work through it
1. Take inventory
Every plan, every date, and every contact, all in one place.
2. Hear your goals
Your culture, your budget, your timing, and the people you most want to keep.
3. Bring the market
I compare options from carriers in your market for the combined company. Benefits after an acquisition in Austin, Dallas Fort Worth, or Houston can play out differently depending on where both teams are, so I price what fits your people.
4. Fit the strategy to your goals
You see keep, combine, and rebuild side by side, with what each one means for cost, timing, and employees.
5. Enroll and stay
Meetings for the new team, help with enrollment, and year-round questions after. More on how I work.
Give the new team a person to call
When a company changes hands, people get nervous about their coverage. Will my doctor still be in network? When do I get a new card? Who do I call about this claim? Clear answers early tell the new team they’re welcome. Those questions come to me and my team, so they don’t pile up on you or your HR lead in the middle of the integration.
What you walk away with
- One inventory of every plan
- A transition timeline
- A clear message for employees
- A person for questions
Who this is for
This is for buyers, merging companies, and owners growing through acquisition, plus the CFOs and HR leaders running the integration. If you’re rolling up several companies, we can use the same playbook each time. I’m based in the Austin area, Texas, and I work with employers along the I-35 corridor from Austin to DFW and in the Houston, Conroe and The Woodlands area.
Depending on where you land, the options include group health insurance, dental and vision, voluntary benefits, and HealthiestYou by Teladoc Health. You can also pair the plan with a MERP, or keep medical and add the extras.
Questions buyers ask about benefits
Should we keep the acquired company's plan or move everyone to ours?
It depends on your goals and your renewal dates. If the acquired plan works and renews soon, keeping it for now can buy time. If your plan fits both teams better, moving everyone over at the right renewal can make sense. I'll lay out both.
When is the right time to combine benefits?
Usually around a renewal date, so you're not switching plans in the middle of a plan year. We also look at what's going on with the new team. Sometimes it's better to give people a little time to settle first.
What happens to employees' coverage during the transition?
We plan it out so people know what's happening before it happens. Employees get clear dates, clear answers about their doctors and cards, and someone to call.
Can you help before the deal closes?
Yes. Before close, I can help you see what plans exist, when they renew, and what the new team values, so you walk in with a plan.
Who will employees call with questions?
Me and my team. Doctors, ID cards, claims, enrollment. The new team gets a person to call from day one.