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Corporate Exit & HR Due diligence

Pre-Sale HR & Accounts Due Diligence

  • Selling a business is stressful enough, you don’t want avoidable Human Resources issues slowing the deal down, denting your valuation, or scaring off buyers. We help business owners get ahead of buyer due diligence with practical HR support and checks along with social proof from employee engagement surveys that reassure investors and speed up the sale process. Our approach is clear, pragmatic and tailored to your business, just like the HR support we are known for.
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What our planning for exit service provides:

We carry out a focused Human Resources due diligence review and work closely with our highly recommended accountancy partner and tier one law firms on the employment and corporate legal aspects as and when required so you can confidently go to market, knowing there are no hidden risks with your people, in your systems, accounts, contracts or service agreements.

  • Avoid last-minute buyer demands
  • Reduce deal friction
  • Strengthen negotiation position
  • Protect your valuation
  • Checks in relation to your team’s employment status

We assess your HR systems and data, right to work and immigration paperwork, HR processes and procedures, performance management documentation, HR policies and contractual paperwork relating to your team,  and succession planning and the communication with key people within the business in relation to the potential sale; we then help collate and fill any gaps identified so there are no surprises during the sales process.

Who is our HR Diligence offering for?

  • Business owners preparing for a sale, merger, or investment round
  • Founders who want to protect valuation and avoid last‑minute renegotiations
  • Advisors supporting clients through exit planning
  • Buyers or investors seeking independent assurance on people and financial operations

How we operate?

1

We arrange a time to fully audit your systems and talk to the key decision makers.

2

We then prepare a report with clear risk ratings of low, medium and high; highlighting all areas that require attention

3

Discuss and agree the remediation actions where necessary, including the implementation of any systems that may improve the HR function and data, such as HR information systems, the documentation of performance management or succession plans, or employee engagement surveys.

4

Implement changes and ensure all data is accurately collated and relevant. Confirm that all documentation is complete, systems are updated (including appraisals), and that any performance or employee relations matters are properly recorded and resolved.

5

If required, we can also create a presentation for potential buyers based on the results of the employee engagement surveys.

HR Compliance assistance for SME decision makers selling their business.

Selling a business is one of the most stressful milestones a founder will ever face, and nothing kills a deal faster than “surprises” found during buyer due diligence. In this featured case study, we look at how a UK-based SME ensured their people, processes, and paperwork were rugged enough to withstand intense scrutiny during a £25m acquisition.

What often feels like “dull HR admin” is actually the bedrock of your company’s valuation. We detail the exact steps taken to:

  • Audit and Rectify: How we identified hidden risks in employment contracts and historical paperwork before the buyer’s lawyers found them.

  • Strengthen the Data Room: The process of collating comprehensive, current, and fit-for-purpose documentation that reassured investors.

  • Provide Social Proof: Using employee engagement insights to demonstrate a stable, high-performing culture that minimized post-acquisition risk.

  • Secure the Valuation: How a proactive approach prevented last-minute price chipping and ensured a smooth, successful transition.

Don’t leave your exit to chance. Read the full case study to see how our pragmatic HR due diligence provides the clarity and confidence needed to maximise your sale price.

Case study graphic for HRCentral showing how HR due diligence and business exit strategy protected a £25m SME sale

Case Study

How “Dull HR Admin” Protected a £25m Exit: A UK SME Case Study

Read Case Study

Let’s maximise your SME business sale price

We work with SME across the UK to provide HR support and to ensure legal compliance and best working practices. Our audits identify and address a wide range of HR issues, from inaccurate or missing HR system data to weak people management, through the implementation of robust systems and targeted management training. Using employee engagement insights, we help minimise cultural risks post-acquisition and can manage TUPE transfers and the associated consultation processes on behalf of your buyers. We also ensure your data room documentation is comprehensive, current, and fit for purpose.

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What our clients say

“We have worked with Rebecca and the HRCentral team for years and I have no hesitation in recommending their services. We are a 30+ person ESG Data-Tech business in Farnborough and whether the issue is Policies and outsourced HR, employee dramas, hybrid working changes or recruitment she's the go-to!”
Rich PNED/Business Growth Advisory
“The HR solutions team from Boyes Turner and I have worked with Rebecca and HR Central for several years. We are very happy to recommend her to our clients who need HR support and have always had excellent feedback whenever Rebecca has been involved. She is great to work with and she really knows what she is doing and goes the extra mile to get the job done. She is very knowledgeable on all matters HR and is also very practical and has the ability to talk to people with the aim of getting problems solved if that is possible”.
Helen Goss Employment Law partner at Boyes Turner LLP
“Rebecca and her team have provided a great service and value. Quickly understanding our requirements in a difficult position, Rebecca and her team seamlessly and professionally responded with regular updates and clarity, alongside their experienced opinion to add huge value; almost as if Rebecca and her team worked within the business.”
Will BMD Francis Construction

Frequently asked questions

What if we need employment, or commercial lawyers, or an Accountant or Tax Specialist?

We have long term relationships with tier one law firms, and accountancy practices who we have worked with to complete these audits previously, and work seamlessly with to ensure compliance.

We charge by the hour, no expensive retainers or hidden fees. If you require an HR Information system or an employee survey, we have partner arrangements in place and can provide and implement this cost effectively. Our accountancy and legal partners will provide quotes on request.  

It varies, but we typically think at least a year to eighteen months in advance, it is best practice to ensure your HR and accounts are compliant and easy to administer in line with the legal requirements of running a business and employing people. Even if you don’t sell immediately, if your HR processes and procedures are up to date and relevant, it will save you time when managing the business prior to the sale.

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