Post-merger integration costs typically range from 3% to 10% of a deal’s value. The actual percentage depends on the scope of the integration, the operating differences between the merging entities, the number of changes that will occur, and the magnitude of those changes.
These are many of the most typical types of post-merger integration costs:

Systems integration: IT infrastructure changes, software upgrades and licenses, data migration, cybersecurity enhancements, and external IT consultants

Rebranding: Changes to logos, signage, marketing collateral, packaging, and websites

Severance: Payments to employees who lose their job due to the merger

Retention: Bonuses paid to motivate key employees to stay

Communication campaigns: onboarding, town halls, intranets, newsletters, press releases, advertising, and PR firms

Training: Technical and soft skill training, and development of new training materials

Facility consolidation: Equipment and office moves, penalties for terminating leases, and modifying existing facilities

Customer attrition: Lost revenue from disruptions in service, reduction in quality, or slower responsiveness

Employee attrition: Recruiting and hiring qualified replacements

Supply chain integration: Renegotiation of contracts with suppliers, penalties for breaking existing agreements, and logistic changes

Integration teams: Salaries for integration teams and expenses for outside consultants

Process and policy harmonization: The time spent implementing new standardized processes and aligning policies

Compliance programs: Changes to meet legal and regulatory requirements, additional compliance staff, and filing fees

Legal restructuring: Creation of new legal entities, transfer of assets, and contract updates

Cultural integration: Communication and team building initiatives, employee surveys, and leadership coaching

Lost productivity: Employees worried by uncertainty and thereby less focused on business matters

Delayed projects: Lost market opportunities and/or competitive advantage