Every Bolt-On Brings Its Own Payroll. One Playbook Brings Each Onto Your Standard, Without Disrupting Pay.

No. Your payroll providers keep running payroll. We coordinate the change around them: we map each acquisition, set the standard, manage the cutover with your providers and HRIS team, and check the results, so nobody in the portfolio has to process payroll differently while the integration happens.

Payroll and HR systems integration means bringing each acquired company onto the platform’s standard payroll providers, HR system and data model without interrupting pay. In a buy-and-build, it is done as a repeatable playbook: the same mapping template, cutover checklist and reporting definitions on every deal.

Yes. In a share deal the employer stays the same, so contracts and payroll continue and integration is a choice you sequence. In an asset deal, employees move to the new employer automatically with their existing rights, collective agreement terms continue for at least a year where they apply, and the transfer itself is not a ground for dismissal. Employee representatives must be informed in good time, or the employees directly where there are none. We build these steps into the plan with your counsel.

Nothing changes on Day 1: the first payrolls after close run on the existing setup. A company only moves to the standard once its data has been reconciled and a parallel run matches line by line, and the switch happens at a clean period start with year-to-date figures carried across, so annual statements stay right.

Often, yes. In Germany the works council has a co-determination right over technical systems that can monitor performance or behavior, which in practice covers most HR software. In the Netherlands, works councils have a consent right over personnel information and tracking systems, and in France the CSE must be consulted before new technologies and automated HR processing are introduced. We put these steps on the timeline per country so the go-live date is realistic.

Not necessarily. What matters is one standard: a short panel of approved providers, one data model and pay code structure, one calendar and approval logic, and one reporting pack. A single pan-European provider can make sense for some portfolios; others keep strong local providers on the panel. We compare the options against your countries and headcount.

It stays under data protection law throughout. Each portfolio company is its own controller, so data is not shared freely across the group: every migration needs a lawful basis, only the data the new system needs, processor agreements with providers and vendors, and safeguards for any transfer outside the European Economic Area.

A buyer’s due diligence asks for headcount, people cost, contracts, providers and payroll history for every company. When the portfolio already runs on one data model, that data room is built from the same reports you send the board, and the platform can show it runs as one business rather than a set of acquisitions.