Keep the historical entity names, dates and any name changes, mergers or restructurings clearly documented. Identify which specific legal entity employed the applicant during each relevant period rather than describing everything under the company's current name.
Make the employment record traceable
Attach corporate records showing when any change took place and connect them to the applicant's employment dates. A name change is not the same as a transfer between separate legal employers, and the qualifying-period analysis depends on getting that distinction right rather than smoothing it into a single continuous narrative. Contemporaneous payroll and governance records establish those points more reliably than titles, biographies, or broad leadership assertions.
For documents, tie each corporate record to a date on the employment timeline and preserve documents before and after any restructuring. The key decision is whether a name change, merger, or new entity preserves the necessary relationship, a question that cannot be answered by branding alone. Hypothetical example: A scaffolding manufacturer changed its legal name after a share sale; it must assemble the name-change and ownership records instead of describing two companies as one by assertion.