We are changing the name of our business and our TIN. DO we need to have our existing employees complete new forms?

Question:

We have been doing business under the same name since 1985. This year we are changing the name of our business, we have a new TIN for the business, are moving payroll to the new business name, have changed all business accounts, vendor and payment information, insurance, etc.

 

The new business name was legal beginning in August.

 

The payroll and insurance are moving under the new name and TIN in October.

 

Do we need to have our existing employees complete new paperwork of any kind? W-4s? I9s? NDA agreements? Job offer letters?

 

Do we need to treat them like new hires and create new onboarding paperwork as the new company name?

 

We are in the same line of business, nothing has changed other than the business name and associated TIN. Thank you!

 

Answer:

When you change the name of your business and obtain a new Taxpayer Identification Number (TIN), you typically don’t need to treat your existing employees as new hires or have them complete new W-4s, I-9s, NDA agreements, or job offer letters unless there are significant changes to their employment status or terms. Here’s a breakdown of what you should consider:

1. W-4s: Existing employees generally do not need to complete new W-4 forms unless they want to make changes to their withholding allowances. However, it’s a good practice to remind employees to review their withholding information when such changes occur to ensure it’s up to date.
2. I-9s: Existing employees typically do not need to complete new I-9 forms due to a change in the company name and TIN unless there have been changes in their employment authorization status. Ensure that you have correctly updated and maintained their existing I-9 forms with the new business name and TIN.
3. NDA Agreements: Existing employees do not need to sign new Non-Disclosure Agreements (NDAs) solely due to a change in the business name and TIN unless there have been substantial changes in the terms of their employment, including new confidentiality requirements, or if the NDAs did not account for successors and assigns.
4. Job Offer Letters: Existing employees should not need new job offer letters unless you are changing their job roles, responsibilities, or terms of employment. In most cases, their existing employment agreements should continue to apply under the new business name.
5. Onboarding Paperwork: You generally do not need to create new onboarding paperwork for existing employees unless their roles or employment conditions have significantly changed. Existing employment agreements should remain valid.

 

In summary, unless there are significant changes to your employees’ employment status or terms, you should not need to treat them as new hires or have them complete new paperwork simply due to a change in your business name and TIN. However, it’s essential to ensure that all employee records, tax forms, and legal documentation are updated to reflect the new business name and TIN accurately. Consulting with legal counsel or an HR professional familiar with your specific circumstances is advisable to ensure compliance with local laws and regulations.