An Employee Stock Option Plan (ESOP) is a benefit plan that provides company employees with an ownership interest in the form of stocks or shares.
ESOPs provide various tax benefits for the sponsoring company, the shareholders, and the participants.
Employers often use ESOPs as a strategy for corporate finance, aligning the employee’s interests with those of the shareholders and the company.
In other words, an ESOP is a share option plan used by companies to incentivise, sustain, and reward competent employees. Through this share plan, eligible employees can purchase a certain number of shares in the company at an exercise price. Therefore, employees benefit when the share prices for the respective company increase.
Having a share option is not the same as having a share in a company. A share option provides you with the right to acquire shares in a company upon fulfilment of certain conditions.
How does an Employee Share Option Plan operate?
Businesses of all sizes utilise Employee Share Option Plans (ESOPs). In privately owned businesses, ESOPs often play a key role in succession planning. Typically, companies establish ESOPs as trust funds, with the company funding these trusts by issuing new shares.
Additionally, companies might allocate cash reserves to acquire existing shares or may opt to secure financing to buy shares for the scheme.
Contrary to some misconceptions, ESOPs operate on a principle of fairness and do not show preferential treatment to any employees. To ensure the equitable management of these plans, companies must appoint a trustee fiduciary tasked with overseeing the scheme’s operation.
As a result, senior employees do not receive unjust advantages, and all participants in the ESOP have the right to vote.
What are the Tax benefits associated with ESOP?
In the UK, the ESOP schemes that acquire approval from the HM Revenue and Customs (HMRC ) provide tax benefits to both the employer and the employee.
As ESOP participants do not need to pay income taxes, the scheme provides a great incentive for them. The national insurance contribution associated with purchasing shares is much lower than the usual market price.
What does an ESOP comprise?
When establishing an Employee Share Option Plan (ESOP) for your company, it is essential to integrate the following components:
Exercise Price
Within the ESOP framework, employees are offered a predetermined number of options to buy company stock at a set price, referred to as the exercise or strike price. This price is fixed and cannot be lower than the stock’s current market value.
Only upon opting to purchase shares do option holders gain dividend rights and voting privileges. Ideally, the value of shares would be appreciated when employees decide to sell, maximising their financial benefit.
Vesting Period
Ownership of options is not immediate for employees; it is contingent upon completing a vesting period. Only after this period has an option been considered officially vested, granting the employee the right to exercise their option under the ESOP.
During the vesting duration, purchasing shares or enjoying shareholder rights is prohibited. The specific timeframe of the vesting is detailed in the ESOP agreement.
Shareholder Agreement or Deed of Accession
Should an employee whose share options have vested elect to exercise their purchasing right, they transition into a shareholder status.
This change necessitates signing the company’s shareholder’s agreement or a deed of accession, by which the new shareholder agrees to adhere to the terms set out for shareholders within the agreement.
Conditions for Forfeiting Unvested Options
Employees choosing to leave the company risk forfeiting any options that have not yet been vested. Furthermore, the company might mandate the sale of unvested shares to a nominated individual.
Typically, the disposal of options by employees is subject to board approval or specific circumstances, such as company liquidation, as stipulated in the shareholder agreement.
Liquidation Conditions
In scenarios of company liquidation, discretion allows the company to repurchase vested or unvested options from employees.
Employees may exercise their options as part of the liquidation process or opt not to, leading to the options’ lapse or expiration. Those holding shares for over three years are entitled to sell their shares during liquidation.
Additionally, if the majority shareholder opts to sell their shares, they can request employees to sell their shares under similar terms.
Understanding Vesting, Exercise, and Expiration Terms
The implementation of ESOPs is strategically designed to align the interests of employees with those of the shareholders and the broader company goals.
Understanding Vesting, Exercise, and Expiration Terms in ESOPs is an integral aspect of how these plans fit within the broader context of employee compensation and benefits, often detailed in an employment contract.
Employee Share Option Plans (ESOPs) are strategically designed to align the interests of employees with those of shareholders and the overarching goals of the company.
Vesting in ESOPs
A pivotal component of ESOPs is vesting, which defines a period that must elapse before employees can exercise their options. This mechanism encourages employees to remain with the company long-term to benefit from the ESOP fully. Should an employee leave the company before their options have vested, they forfeit any unvested options.
The vesting period’s length, typically ranging from one to three years, is determined by the company’s specific rules for the ESOP, aiming to foster employee loyalty and commitment.
Exercise Price in ESOPs
The exercise price, or the cost at which employees can buy stock under the ESOP, is predetermined and must be compliant with relevant accounting standards. This price is often set to match the stock’s market value at the time of the ESOP grant.
Following the vesting period, employees have the right, but not the obligation, to purchase shares at this fixed price, potentially benefiting from any increase in the company’s stock value.
Expiration of ESOPs
Expiration terms are another crucial aspect, delineating when the option to purchase shares under the ESOP ends. Typically, options expire ten years after vesting or when an employee leaves the company.
The specific terms, including the timeframe for exercising options post-vesting, can vary based on the type of stock options offered (ISOs, NSOs, RSUs) and are important for employees to understand so that they can make informed decisions about their options.
Understanding the intricacies of ESOPs, including vesting, exercise, and expiration terms, is essential for employees to maximise the benefits of these plans. These details are often outlined in an employment contract, which serves as a foundational document outlining the terms of employment and benefits, including ESOPs.
How to Set up an Employee Share Option Scheme
The procedure for setting up an Employee Share Option in your company depends on the laws of the country it operates in, the company’s size, and the scope of the share option plan.
Thanks to technological advancements, establishing an ESOP has become a more straightforward process. Although quick, companies must undertake all necessary steps before involving their employees.
Check the Eligibility Criteria
Before establishing an Employee Share Option Plan, ensure your business is eligible. Legal advice should be sought from practitioners in your country to understand the laws regarding establishing a share option scheme in your company. Eligibility criteria differ widely across countries, depending on the nature and size of your business.
In the UK, your business must have fewer than 250 full-time employees to qualify for an EMI. Additionally, your company’s total assets must be below £30m, and it should not be controlled by or under another company.
Employees must also meet specific criteria to be eligible for this scheme. The company should conduct thorough research before establishing a share option scheme.
Structure Your Plan
When structuring the option plan, companies should consider which employees they intend to include in the plan, the size of the shares, and the Vesting period of the option. As offering options to employees increases the likelihood of new shareholders, companies should assess the impact of share dilution on existing shareholders.
Obtain Company Approval
Corporate authorisation of the plan is required. Once the share option plan’s structure is finalised, the company must approve it. Approval can be obtained in various ways, depending on the company’s structure. You may need the approval of shareholders or the company’s board of directors.
Register the Scheme
The country where your business operates may have specific procedures for registering employee share option schemes. Obtaining official approval is crucial before involving your employees in the scheme.
In the UK, your company’s schedule must be registered with HMRC. If your company operates a company, you can register your ESOP plan by visiting the government website and submitting an EMI notification. This must be done within 92 days after your grant date. Failing to do so could jeopardise the tax benefits associated with the scheme.
What is the Cost of Establishing an ESOP?
The overall cost of establishing an Employee Share Option Plan (ESOP) is typically outweighed by the benefits it delivers to both employees and employers. By aligning the company’s and its employees’ interests, ESOPs can significantly enhance employee productivity.
Beyond these apparent advantages, business owners are also drawn to setting up ESOPs due to their tax-efficient characteristics. Many schemes allow employee options without incurring income tax, making ESOPs a cost-effective way to motivate employees.
When employees exercise their options to buy shares, they typically face a tax rate of only 10% on their profits, considerably lower than the standard 45% income tax rate.
The cost of initiating employee option schemes has substantially decreased in recent years, benefiting both employers and employees.
Previously, establishing EMI schemes could cost a company between £2,500 and £5,000. However, the current market rate for setting up an ESOP plan is around a flat fee of £1,500. Ultimately, the benefits of employee share-option schemes far exceed their costs, offering significant value to all parties involved.
Communicating and Administering an ESOP
When it comes to your company’s share option plan for employees, understanding the methods of communication and administration is essential.
It’s a mistake to assume all employees will grasp the scheme without guidance. Effective dialogue with your workforce is critical to the success of any share option plan.
The importance of communication
At its core, a Share Option Scheme is a form of equity-based compensation for employees. It carries complexities that may take time to be clear to all involved.
Thus, before implementing a share option plan, a company must ensure its employees comprehend the proceedings, benefits, and potential outcomes. In essence, engaging with your target participants is crucial to the success of your scheme.
Large businesses often allocate a significant portion of their budget to effective communication, recognising its value in successfully implementing the option plan.
Employees must understand that equity compensation, including ESOPs, is intrinsically linked to financial factors such as profitability, business cycles, balance sheets, ratios, and the stock market. An option holder’s grasp of these elements may vary, highlighting the need for familiarisation with the risks of share purchasing.
Long-term benefits and awareness
An ESOP serves as a long-term tool to boost employee productivity and align their interests with those of the shareholders. Participation in options providing company ownership means employees should be informed about the company’s status. Lack of awareness could lead to missed opportunities or ill-advised investments in stocks.
The company must communicate any business devaluation or delayed value appreciation due to economic fluctuations during the vesting period. Effectively conveying the nuances of ESOP and financial trends is vital for option holders to understand that valuations are subject to external factors.
Offering equity implies granting employees the chance to become business partners. It’s essential for them to feel invested in the company, which in turn motivates them.
Effective communication strategies
To enhance communication with option holders, companies can employ various methods such as meetings, handbooks, FAQs, flyers, banners, or emails. These can address critical issues like option lapses, vesting alerts, and the end of the exercise period. Providing up-to-date independent valuations of the options is also crucial.
Meeting shareholder expectations is another key aspect of maintaining open lines of communication. For example, during capital raising rounds, option holders might expect selling their shares would yield profit. The company must address and clarify any doubts regarding these expectations.
Corporate actions, particularly those involving changes in control, often lead to situations where investors exit and realise their gains. At the same time, option holders are expected to continue with their options under new investors. Open and transparent communication and fair treatment are paramount to maintaining the original spirit of the options granted to employees.
Research indicates that a third of options lapse due to unaffordable purchase prices or employment termination, leading to premature expiration. Moreover, a lack of education and awareness about Employee Share Options persists. Companies can prevent their ESOP from lapsing by effectively communicating its value to employees.
Practical suggestions for administering ESOPs
Companies setting up an ESOP or issuing options must pay particular attention to several critical areas. One requirement that is often encountered is the provision of a disclosure document to employees.
A disclosure document remains paramount unless specific exemptions apply, such as those for professional or sophisticated investors, small-scale offerings, or senior management.
Deciding on the distribution of ESOP falls within the company’s purview, yet several vital considerations must inform this decision. Foremost among these is the total size of the option pool. Additionally, the employee’s role and expected tenure at the company should significantly influence the allocation of options.
For companies aiming to take advantage of startup tax incentives, it’s crucial to ensure that the structure of your ESOP aligns with the necessary criteria. Various countries offer tax concessions specifically for ESOPs.
For instance, Australia provides tax benefits for ESOPs, while the UK’s tax legislation offers advantages by reducing taxes on employee-owned shares. Ensuring your ESOP meets these criteria can provide significant financial benefits both for the company and its employees.
Tax Implications of an Employee Share Option Scheme
Tax implications when the ESOP is exercised by the employees
When employees acquire shares in their company, exercising their rights constitutes the first taxable event. The taxable benefit is classified under the heading of income or salary.
This benefit can be calculated by identifying the difference between the Fair Market Value (FMV) on the date of exercise and the exercise price assigned to the employee. In many countries, including India, income tax regulations mandate the calculation of the FMV for both listed and unlisted shares.
- Listed Shares: Shares listed on a recognised stock exchange on the date of exercise. For these, the FMV is the average of the opening and closing prices on that exchange. If multiple recognised exchanges exist, the FMV is the average of the opening and closing prices on the exchange with the highest volume of trades.
- Unlisted Shares: Shares not listed on any recognised exchange. For these, the FMV is determined by a merchant banker on the date of exercise or a date up to 180 days before the exercise.
Employer’s responsibility to withhold tax on ESOP benefits
The benefit an employee gains from exercising their option is taxable under salary. Employers are required to deduct such taxes at the time of share allocation, meaning the tax is deducted from the employee’s salary.
This deduction affects the employee’s salary for the month they exercise their rights. To support eligible startups and compensate for employees’ losses, a concession is provided. This concession allows eligible startups to deduct tax from the benefit within fourteen days of the exercise, contingent on specific periods since the start of the fiscal year, from the share transaction date, or when the taxpayer ceases to be an employee.
Eligibility for startups is defined by the laws of the country where the company is based.
Tax implications after the sale of allocated shares
Shares acquired under an ESOP are considered capital assets, and any profit from their sale is subject to capital gains tax. The gain is calculated by the difference between the sale and purchase prices, with the FMV at the time of exercise being considered the purchase price.
The period between share allocation and sale determines if the capital gain is short-term or long-term. Unlisted shares are considered long-term if held for more than two years; otherwise, they are short-term. For listed shares, the period is one year.
Accounting for Employee Share Option Scheme
There are leveraged and non-leveraged ESOPs, differentiated by their financing methods, each requiring different accounting approaches:
- Leveraged ESOPs borrow funds to purchase shares, often from retiring shareholders. The debt is recorded as a liability, decreasing as it is repaid and increasing shareholder equity.
- Non-leveraged ESOPs do not borrow funds; employers fund them directly with cash or stocks, recorded as compensation on the balance sheet. Contributions to the plan are tax-deductible.
Both ESOPs require financial statements to include footnotes detailing funding policies, contributions, expense charges, and covered participants.
