Employees represent a valuable company asset, and their rights and benefits must be addressed to secure a smooth transition during the exit process. Several key factors and legal considerations come into play in this process. As a practising attorney, I will help you understand how employees are accounted for in a business exit plan through this blog. 

How Are Employees Accounted for in a Business Exit Plan?

Accounting for employees in a business exit plan is a multifaceted process that necessitates meticulous attention to legal, financial, and ethical considerations, particularly from the perspective of US law. Employees are important assets and stakeholders with rights, entitlements, and legal protections that must be honoured during any transition or exit scenario.

A team of individuals working together at a table

From a strategic perspective, integrating employees into the exit plan involves assessing their impact on the business’s value and market perception. Key employees with specialized knowledge or client relationships may influence the attractiveness of the business to potential buyers or investors.

What is a Business Exit Plan

Firstly, it’s necessary to understand that the treatment of employees in a business exit plan can vary based on the type of exit, such as a sale of assets, merger, acquisition, or closure. Entrepreneurs and business owners may consider several types of business exits based on their goals, circumstances, and the nature of the business.

Types of Business Exit Plan

Each business exit type has advantages, challenges, and implications for stakeholders such as owners, employees, investors, and customers. The choice of exit strategy depends on factors such as the business’s growth stage, market conditions, owner’s objectives, and regulatory considerations.

Sale Of Business

This is perhaps the most common type of business exit. It involves selling the entire business or a substantial portion to a buyer. The sale can be to an individual, another company, a private equity firm, or even a competitor. The seller may exit entirely or retain a minority stake depending on the terms of the sale.


In a merger, two or more companies combine to form a new entity or integrate their operations under a single entity. Mergers can be horizontal (between companies in the same industry), vertical (between companies in different stages of the supply chain), or conglomerate (between unrelated businesses)


An acquisition involves one company purchasing another company’s assets or shares. Unlike a merger, where entities combine, an acquisition typically results in one company taking control of the other. Acquisitions can be friendly (mutually agreed upon) or hostile (unsolicited). Strategic growth objectives, market consolidation, or access to new technologies or markets often drive them.

A man and woman in suits standing in front of a desk

Initial Public Offering (IPO)

An IPO is a process through which a privately held company offers its shares to the public for the first time, listing them on a stock exchange. This type of exit provides liquidity to the company’s owners and allows them to monetize their business investments. However, an IPO involves significant regulatory requirements, financial disclosures, and ongoing obligations to shareholders.


In cases where a business is no longer viable or the owners decide to shut down operations, liquidation may be the chosen exit strategy. Liquidation involves selling off the company’s assets, paying off creditors, and distributing any remaining funds to shareholders. It is typically considered as a last resort and may result from financial distress, market changes, or strategic shifts.

Succession Planning

This type of exit focuses on transitioning ownership and leadership of the business to the next generation or a chosen successor. Succession planning involves careful preparation, training, and transfer of responsibilities to ensure a smooth transition and continuity of the business’s operations and values.

Franchising Or Licensing

Some business owners exit by franchising their business model or licensing their products or services to others. This allows them to expand their brand presence and revenue streams without directly managing operations. Franchising and licensing can be lucrative exit strategies for businesses with scalable and replicable models.

Role of Employees in Business Exit Planning

Firstly, employees are vital stakeholders whose well-being and rights must be considered and protected during the exit. Communication with employees about the reasons for the exit, its impact on their roles and benefits, and the timeline of changes is necessary to maintain trust and morale. 

Additionally, employees possess valuable knowledge about the business operations, customer relationships, and internal processes, making their input valuable in strategizing the exit plan and mitigating potential risks. 

Employee retention strategies, such as offering fair severance packages, providing career transition support, and addressing concerns transparently, can help minimize disruptions and maintain productivity during the transition period. Altogether, involving employees in business exit planning ensures a more comprehensive and inclusive approach, leading to a smoother and more successful exit for stakeholders involved.

A group of professionals sitting in office chairs, engaged in work and discussions

Provisions Under US Laws

The primary laws and provisions that come into play include the:

The WARN Act

This federal law requires employers with 100 or more employees to provide a 60-day notice before a mass layoff or plant closure. This notice period gives employees time to seek new employment or training opportunities. Failure to comply with the WARN Act can lead to significant penalties for the employer.


Under this Act, the employees must be compensated for hours worked, including overtime pay where applicable. This is particularly relevant during a business exit, as employees may be required to work additional hours or perform tasks related to the transition. Employers must ensure compliance with FLSA regulations to avoid legal disputes and penalties.

Other Provisions 

Additionally, state-level employment laws are strict in dictating how employees are treated during a business exit. These laws may cover issues such as severance pay, final paychecks, continuation of health benefits, and employee rights in case of layoffs or terminations.

Key Aspects to Consider

In a business exit plan, it is very essential for the employees to be well aware of their rights and legal obligations. Here are few key aspects related to employees that an employer must consider:

Severance Packages

This includes providing fair and reasonable severance packages to employees who are laid off or terminated as part of the exit plan. These packages may include monetary compensation, continuation of health benefits, outplacement services, and assistance with job searches.

Communication and Transparency

Keeping employees informed about the business exit process, including the reasons behind the decision, timelines, and potential impacts on their employment. Open communication helps reduce uncertainty and anxiety among employees.

A man in a suit conversing with another man in a suit

Legal Compliance

Ensuring full legal compliance with federal and state employment laws, including the WARN Act, FLSA, and any other relevant regulations. Employers must also adhere to any collective bargaining agreements or employment contracts that may affect employee rights during a business exit.

Employee Retention

In cases where the business is being sold or merged, retaining key employees can be necessary for a smooth transition. Employers may offer incentives such as retention bonuses or equity participation to encourage key talent to stay with the company during the transition period.

Employee retention strategies may be employed to retain key talent essential for business continuity during the transition period. Retention bonuses, incentives, and career development opportunities can motivate employees to remain committed and engaged.

Transfer of Employee Records

Ensuring that employee records, including payroll information, benefits documentation, and employment contracts, are accurately transferred to the acquiring entity or maintained as required by law in case of business closure.

Ethical Considerations 

The ethical considerations must be considered. Treating employees with fairness, respect, and dignity throughout the exit process reflects positively on the company’s reputation and fosters positive relationships with stakeholders.

Office workers of different ethnicities discussing with computers on desk

Related Questions

Why is it Important to Account for Employees in a Business Exit Plan?

Employees are key stakeholders in any business exit. Accounting for employees ensures fair treatment, legal compliance, and smooth transition, minimizing disruptions and legal risks.

How does the Worker Adjustment and Retraining Notification (Warn) Act Impact Employee Treatment in a Business Exit Plan?

The WARN Act requires employers with a certain number of employees to provide advance notice regarding closures or mass layoffs. Compliance with WARN Act regulations is important in accounting for employees during a business exit.

What should Employers Consider Regarding Employee Retention in a Business Exit Plan?

Employers may consider retention strategies such as offering retention bonuses, equity incentives, career transition support, training opportunities, or alternative employment options to key employees during the transition period.


Employees are integral stakeholders in any business exit plan, and their treatment must comply with relevant laws and regulations. Employers must prioritize communication, fairness, and legal compliance to mitigate risks and ensure a smooth transition for employees during a business exit.