Following an acquisition, a new business was set-up, Quvara Medical with c.270 employees, were transitioning from a larger corporate business. The objective was where possible, existing employee benefits needed to be replicated ahead of completion to ensure no employee was placed on worse terms.

The challenge was not only technical but cultural. Employees were moving from a large, listed corporate environment — which included a share scheme that could not be replicated — into a new ownership structure. Confidence, clarity and engagement were critical during what was an understandably uncertain period.

The timeline to completion was approximately two months. The workforce was diverse, with many employees working shifts, making consistent communication complex.

Bartlett positioned employee engagement at the centre of the transition.

We worked closely with the senior leadership team to design a compliant and comprehensive benefits package, while also developing meaningful alternatives to the previous share scheme that balanced employee expectations with the private equity budget framework.

Recognising that benefits alone would not deliver reassurance, we implemented a structured communication and engagement strategy. A key element of this was the introduction of our benefits platform — creating a single, accessible hub where employees could clearly see, understand and access all of their benefits in one place. This ensured transparency and provided ongoing visibility well beyond the completion date.

To support the launch, we delivered 13 on-site presentations over three days, spanning early mornings to evenings to accommodate shift workers. These sessions provided employees with the opportunity to ask questions openly and understand the changes in detail. Recordings were produced for new joiners, alongside written guides and targeted email communications to ensure every employee was reached.

Within two months, a fully compliant and comprehensive benefits package was implemented.

The new programme delivered a c.£76,000 saving on premiums and adviser costs (based on what the entity was paying as part of the large corporate arrangement), while enhancing the overall structure and visibility of benefits.

Most importantly, employees were engaged and informed throughout the transition. The benefits platform provided a lasting communication framework, ensuring benefits remained visible, valued and easy to access beyond the point of acquisition.

This case study exemplifies how combining compliance, strategic redesign and meaningful communication can turn a potentially disruptive acquisition into an opportunity to strengthen employee trust and engagement.