Change of Control in Colombia: What HR Should Review in Mobility During the First 90 Days

When a company's control changes, mobility cases do not stop. During the first 90 days, HR needs to identify active employees and dependents, review immigration obligations, confirm housing and providers, and determine which processes will continue under the new structure. This checklist organizes that transition.

Days 1–30: Make the Current Operation Visible

The first stage is not about redesigning the program. It is about understanding what is active, what is expiring, and who is responsible for each case:

• Inventory of employees and dependents on international assignments.

• Immigration status, expiration dates, and pending applications.

• Ongoing housing and service agreements.

• Providers, responsible parties, SLAs, and points of contact.

• Cases with critical deadlines during the transition.

Days 31–60: Review Risks and Continuity

With the inventory complete, HR can assess whether the new employing entity, reporting structure, or mobility policies affect immigration applications and contracts. Any changes should be validated before modifying documentation or committing to new timelines.

Days 61–90: Define the Future Model

The provider decision should consider coverage, local coordination, reporting capabilities, case continuity, and the employee experience. For a regional structure without a global RMC, a single point of contact across multiple countries can reduce handoffs and provide greater visibility to the HR team.

A Transition in Practice

Hypothetical example: Following an acquisition, a company discovers active cases in Colombia and Ecuador, two providers, and scattered documentation. During the first two weeks, it consolidates the inventory; it then defines responsibilities and critical deadlines; finally, it moves reporting to a single dashboard.

Frequently Asked Questions

Does a change of ownership require a change of relocation provider?

No. However, it is advisable to review contracts, coverage, responsibilities, and continuity before making a decision.

Which cases should be reviewed first?

Cases involving expiration dates, upcoming arrivals, dependents, or changes to the employing entity.

What information does the new HR team need?

An inventory of people, statuses, dates, contracts, providers, costs, and upcoming milestones.

Can Holistic coordinate a regional transition?

Holistic can assess the scope and propose coordination across countries. Coverage and the operating model must be confirmed for each case.

Is Your Company Going Through a Change of Control in Colombia?

Contact us to schedule a call to review active cases, risks, and upcoming milestones.