An event has been held at the UIC Barcelona aimed at presenting information about the family business succession. The meeting took place last Thursday, November 18, 2021 in order to provide relevant information on this topic.
It is the first time that a conference of this type has been organised, being carried out thanks to the Bosch Aymerich Family Business Chair of the International University of Catalonia (UIC Barcelona), the Catalan Association of Family Businesses (ASCEF) and the Catalan Association of Specialists in Inheritance Law (ACEDS).
For its celebration, a selection of various personalities from the field of family business, as well as numerous specialists who have a high recognition in the matter and who made various presentations on the subject.
How was the succession day carried out in the family business?
To start, Jordi de Juan, director of the Bosch Aymerich Family Business Chair and partner of Crowe in the company of Amadeu Jori, president of the ASCEF, were in charge of the reception and presentation of the conference.
While Ramon Pratdesaba, president of the ACEDS, continued the event with the presentations of two panels of experts where various topics of great importance today were discussed.
One of the most debated topics was the challenges and risks arising from the succession of the family business, which fell on Jordi de Juan and Josep María Cervera, who is a notable professor at the Faculty of Economics at the UB and a member of the Family US Firm Institute
Inheritance in the family business
Among the numerous conclusions that were generated as a result of this conference, is the importance of having the selection of a successor who will take the reins of the family business. The inheritance process is usually quite long and cumbersome.
It is essential to take into account various processes that favor succession planning, taking into account the different visions that collaborate with the development of the organization, such as civil, commercial and fiscal, taking into account the management of talent within the company.
It is of great importance to achieve a balance between the family and the company, managing to create a plan aimed at meritocracy and that favors the conservation of the productive unit before the parity of the successors.
Always highlighting the benefits originated by succession agreements as an element for carrying out succession planning, while mentioning the risks that originate as a result of the irrevocability of the agreements.
In addition, the relationship between succession planning and fiscal neutrality was worked on, being important to anticipate the succession, to provide calm to the owner, the heirs and the workers.
