HR Service Businesses for sale in Australia

It depends on the service and jurisdiction. Supplying workers to clients can require labour hire licensing in several states and territories, while recruitment or advisory work may differ. Confirm the operating model, locations and transfer requirements before completion.

Use aggregated information during due diligence and restrict access to resumes, references, assessments and payroll data. Confirm privacy notices, consent, retention, security and lawful transfer, especially for unsuccessful applicants and information handled for client employers.

Review assignment, exclusivity, replacement guarantees, fee rebates, temp-worker rates, timesheet approval, payment and termination clauses. Measure client concentration and confirm preferred-supplier status, government panels and verbal hiring commitments will continue after the ownership change.

Reconcile timesheets, client billings and payroll, then test award classifications, penalties, overtime, allowances, superannuation, leave and workers' compensation. Check protected pay arrangements, employee records and whether charge rates cover all current employment costs.

Confirm transfer of the applicant tracking system, CRM, job-board accounts, website, phone numbers, email, assessment tools and candidate database. Review software licences, administrator access, data exports, integrations and platform restrictions before relying on those assets.

Analyse permanent-placement fees, contractor margins and retained advisory work separately. Reconcile placements, timesheets, invoices and receipts, then adjust for rebates, bad debts, recruiter commissions, owner billings, candidate shortages and clients dependent on departing consultants.