Workforce transition services: when your workforce needs to change hands, we handle the handoff.

It is a managed handover of workers between employers of record — rebadging from a prior vendor, converting 1099 contractors to W-2, consolidating suppliers, or integrating a workforce after an acquisition — without a gap in pay or work.

When an incumbent staffing vendor is exiting an account, when an acquisition brings in a 1099 population that needs to convert to W-2, or when a company is consolidating a long vendor list into fewer preferred suppliers.

Workforce Transition focuses on moving an existing, working population between employers of record with continuity of pay and benefits — the goal is zero disruption to the worker and the project, not a new placement search.

Every worker moved onto ApTask’s payroll becomes eligible for our benefits package — medical, dental, vision, 401(k), and state-mandated leave — from the earliest date plan terms allow. Where the outgoing employer’s plan design differs materially, we identify the gap during discovery and design the offer to minimize disruption. Benefits, eligibility, and coverage are subject to plan terms and applicable law.

Yes. Where a transition brings workers into a state where we don’t yet have an account, we open it during the discovery window, typically with two to four weeks of lead time, so there is no delay on transition day. For international workers, we work through partner-of-record arrangements in the countries where our program applies.

A straightforward rebadging of 50–200 workers on well-documented rosters runs 4–6 weeks from kickoff to transition day, plus 30 days of stabilization. Larger populations of 500 or more, multi-state workforces, or transitions requiring new SUI accounts stretch to 8–12 weeks. Every engagement gets a written project plan with weekly milestones and a designated transition PM.

Yes. ApTask is an NMSDC-certified Minority Business Enterprise, and every dollar of bill rate flowing through us from the day the transition completes counts against your Tier-1 diverse-spend targets.

Our legal team reviews the existing agreements during discovery. In most cases, standard non-compete language does not restrict a worker from continuing the same work for the same client under a new employer. Where the outgoing employer’s contract has unusually broad language, we flag it and coordinate with your legal team before offer letters go out.

For workers moving from a 1099 relationship to W-2 with ApTask, yes: we withhold federal, state, and local income tax, pay the employer half of FICA and Medicare, and provide year-end W-2 documentation. Workers typically see a lower take-home rate on paper but gain benefits, unemployment eligibility, and workers’ comp coverage — we provide a written comparison during onboarding.