The purchaser offers staff work but the entitlement handover is unclear
The offer sounds like the end of the staff issue
A hypothetical company is closing while a purchaser acquires selected assets and offers some employees new work. The seller removes those employees' entitlements from its closure schedule, assuming the purchaser takes everything over. Obtain employment and transaction advice before making that change. An offer of work does not, by itself, explain the legal treatment of existing service or unpaid amounts.
Map the actual proposed move
Identify the current employer, proposed employer, expected dates and work the person would perform. Provide the sale documents and employee offer to the adviser. Do not rely on matching business names or the purchaser's description that staff will simply continue. Keep employees who have accepted, declined or not received an offer as separate factual groups.
Check whether the transfer rules apply
Fair Work Ombudsman explains that a change of business ownership can affect employee entitlements and describes conditions for a transfer of business. Ask the adviser to assess the actual arrangement and which rules apply. This article does not determine that a transfer has occurred or that every accrued entitlement must be paid out or carried across in the same way.
Reconcile each entitlement explicitly
In the hypothetical example, prepare the employee's verified records and ask which amounts remain obligations of the old employer, which treatment is proposed by the new employer and what documents support the answer. Keep unresolved items visible. Do not erase a liability because a purchase-price adjustment mentions employee entitlements; the employee's position and the parties' commercial adjustment need proper assessment.
Make employee communications consistent
Coordinate the authorised explanation with the relevant advisers and purchaser. Avoid telling someone their service starts again or all their leave transfers unless that position has been checked. Give employees the appropriate opportunity to ask questions and obtain their own advice. Protect personal records and use an authorised handover process rather than sending the entire payroll archive indiscriminately.
Close the old records accurately
Retain the final employment documents, entitlement instructions and relevant transfer evidence. Where insolvency is involved, coordinate with the practitioner before changing claim or payment records. CRP can help organise the commercial information. The useful outcome is an explained handover for each employee, so a welcome offer of continuing work does not conceal an unresolved entitlement in the closing business.