People expertise. Sustained performance.

Our comprehensive approach to human capital due diligence applies our deep knowledge of workforce issues to identify risks, estimate costs with expert precision, articulate long-term implications and inform purchase price. Through due diligence, we uncover potential financial, legal and compliance issues and stress-test costs related to workforce expenses and liabilities.


Anticipating the risks


Early understanding of and planning related to human capital risks leads to better-informed negotiations and long-term deal success. Our research shows that 60% of deals fail due to unaddressed people-related issues. Understanding people risk is crucial in due diligence and requires the same analytical rigor as commercial, tax, operational and IT diligence.


Our due diligence team works seamlessly with your tax, legal and finance teams. Mercer’s local knowledge and actuarial expertise allow us to identify risks and costs across a broad spectrum, including:


  • Management teams and key employees
  • Headcount synergies and workforce planning
  • Executive, broad-based and sales compensation
  • Benefits and pensions
  • HRIS service delivery (including systems)
  • Culture risk in areas that are critical to deal success
  • Sources of employee turnover
  • Workforce demographics
  • Labor relations and local regulations

We work with buyers and sellers as well as corporate acquirers and financial investors. On the sell side, our due diligence approach is about uncovering and presenting workforce risks based on the pool of potential buyers.


The Mercer difference


We are deal experts who understand how to mitigate risks, maximize value and moderate costs to create sustainable value. We use robust financial models that analyze a range of costs and proprietary benchmarking data to track your success. Our understanding of the business strategy and deal thesis allows us to provide distinctive human capital insights that lay the groundwork for long-term integration. 



Executive rewards and incentives


Why clients choose us:


Global footprint,
local expertise

Mercer’s global footprint means we can have experts available in as little as 24 hours — resources who speak the language and know the local laws. Our insights aren’t limited to certain markets. We are where you need us to be.



We have a deep bench of experts and access to specialists, from actuarial to compliance.


deal advisers

We have a demonstrated track record across all deal types and throughout all phases. We know how to translate the deal thesis into reality with practical, proven approaches.



Our expertise allows us to offer new and cutting-edge solutions to evolving human capital risks.



Mercer advises clients in:


Strategy and readiness

Anticipate the spectrum of people risks and strategies to address them given your strategic goals.



Due diligence

Conduct in-depth analysis on workforce issues to identify any material risks to purchase price, strategic objectives or integration.


Integration planning and execution

Execute rigorous governance and planning to ensure business continuity on Day One as well as longer-term integration success.


Integration planning and execution

Drive deal success by effectively implementing Day One plans and monitoring results to maximise value.




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From negotiations to post-closing, Mercer’s M&A advisory services team offers clients vital insights on human capital risks — and a distinct competitive advantage.
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 – COO, life sciences industry

Young man talking on his mobile phone in office. African executive sitting at his desk with laptop


Our expertise in solving complex issues:


Our advisors work with corporate acquirers and financial investors on both the buy and sell side. Let us help you mitigate your most difficult workforce risks by leveraging our deep human capital expertise as well as our global insights and world-class capabilities across all lines of business.


Determine critical roles and the talent needed to drive success. Formulate workforce strategies to address any gaps.

Understand the current-state model and identification of potential structural changes.

Determine critical talent to deal success and create retention strategy.

Determine whether executive, sales, workforce and broad-based incentives align with achievement of synergies.

Create the needed HR delivery platform to support strategic objectives.

Understand the implications of current programs and benchmark competitive levels.

Determine whether executive, sales and broad-based incentives align with achievement of synergies.

Conduct culture assessment and identify red flags to the deal objectives.

Understand, align and optimise pension plans and associated risk globally.



Get in touch with Mercer ...


Chris Perritt

Chris Perritt
Rewards Leader, Pacific


Learn more about the solutions Mercer provides...


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