In my opinion this can be a difficult task. The best approach is to conduct a complete analysis so you know all the benefit details, structures, costs, timing and gaps etc. Then determine a go forward plan. For example, in the last M&A we outlined any immediate changes or concerns and then what could remain as is. After this we outlined a phased approach to align the benefits and compensation programs. We then communicated this timeline to the employees so everyone could plan accordingly for any changes or updates in benefits.