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due diligence and careful legal structuring matter: what you uncover before signing can change the entire trajectory of a transaction. What are some common legal pitfalls in the M&A process, and how can businesses avoid them? Rushing through due diligence, overlooking cultural and operational fit, and failing to plan for post-deal integration are some of the most common pitfalls we see in M&A. A deal might look great on paper, but if liabilities are missed, teams don’t align, or integration costs spiral out of control, the value of the transaction can quickly erode. Too often, businesses get caught up in the excitement of the opportunity and underestimate the time and detail required to truly evaluate the risks. The best way to avoid these mistakes is to engage experienced counsel early in the process, ask the difficult questions, and take a comprehensive approach that looks beyond financials. Legal, financial, and human elements all need to work together. That means reviewing everything from contracts and compliance records to leadership structures and employee incentives. When businesses approach M&A with patience and thoroughness, they’re far more likely to achieve the strategic growth they envisioned rather than costly surprises after the fact. What strategies do you recommend for handling employee retention and restructuring in the wake of an M&A? Clear communication and well-drafted employment agreements are key to handling employee retention and restructuring after an M&A. Employees often fear uncertainty, and in many cases, talent attrition can be one of the biggest hidden costs of a deal. Addressing roles, benefits, and retention incentives upfront helps maintain stability and signals to staff that their contributions are valued in the new organization. On the legal side, we take a proactive approach by reviewing and updating employment contracts, ensuring compliance with labor laws, and structuring retention packages that align with long-term business goals. Just as important, we revisit non-compete and confidentiality agreements to confirm they’re enforceable and tailored to the new entity. This not only protects the company’s talent but also its know-how, client relationships, and intellectual property. A thoughtful, legally sound strategy for employees is often the difference between a smooth transition and one that jeopardizes the success of the merger. How do Florida’s business laws, such as the Florida Limited Liability Company (LLC) structure, impact the M&A process, particularly for companies based in the state? Florida’s LLC framework is flexible, which makes it an attractive option when structuring deals. That flexibility allows businesses to shape ownership, management, and profit distribution in ways that best fit their strategic goals. However, with that flexibility comes responsibility — operating agreements must be carefully drafted to anticipate how ownership transitions will work, how decisions will be made, and how minority interests will be protected.