The closing date, the point at which the group can issue current structure evidence, the retrievability of payroll records for the transitional period, and the receiving entity's ability to commit to a defined role. Government steps sit after all of that and cannot be promised as a fixed date.
Sequence the corporate steps first
Set milestones for the structure confirmation, the employment chronology, the duty statement, and legal review of the qualifying year, in that order, because each can change the next. Integration teams often want a start date announced early; distinguish an internal assignment date from lawful admission and authorisation to work. Leave room for a request for further evidence rather than assuming a first submission closes the matter.
Add one further scheduling reality to that sequence: signatories change during integration, and a document signed by someone who has since left their role can be harder to rely on than one signed a week later by their successor. Establish who currently holds authority to sign on behalf of each entity, confirm it before requesting anything, and re-confirm it if the request takes more than a month. Hypothetical example: a visual merchandising systems specialist's supporting letter is prepared for signature by a director whose role is eliminated in a restructuring two weeks later, and the letter has to be reissued by a successor who first needs briefing on facts the original signatory knew directly.