We provide solutions for providing shares for employees in private companies. We look at your long term growth plans and fit the incentive for employees and directors around that. Tax is another area we will help you with.
We are always happy to give you a steer and a cost estimation. Please do call us to discuss.
Reasons why private companies decide to work with us
- Private companies are our core business area. We have the experience you will need to provide shares for employees. Experience is invaluable because the issues can be tricky but we will guide you to the best solution.
- We can look at all of the issues including how the shares for employees in private companies will impact on other shareholders and investors.
- We are able to help private individuals navigate the issues to put them in the best position.
How we help private companies provide shares for employees
- Selecting the right share scheme for your business;
- Shares or options;
- What is most suitable for a private company;
- Unapproved options.
Selecting the right award of shares for employees in private companies
In the UK the ways in which private companies can provide shares for employees is broad. The number of companies implementing employee incentive plans is increasing in the UK. Employers can chose between:
- Shares: Here the choice is between a gift of shares or growth shares.
- Options: Here the choice is between EMI options, other types of HMRC approved options, unapproved options and phantom options.
- LTIPs: Long term incentive plans (LTIPs) can involve the use of shares or unapproved options. LTIPs can also be used to hold shares for employees subject to satisfaction of conditions for release of the shares to employees free of any conditions.
- Phantom: Here share performance is used as the measure for a cash bonus. Shares are not physically issued.
Most popular employee share incentive for SMEs – EMI option
Of the available choices, the most popular way to provide shares for employees in private companies is an EMI option. EMI options carry a proven track record of increasing profitability for the company thought to be due to stronger employee motivation.
Shares vs options
Unlike options, shares give the employee a percentage ownership of the company. Employees also immediately become shareholders. Care is required when giving equity away as you will probably need to make sure that you can get the equity back again if the employee/director is no longer part of the businesses. This is achieved via provisions set down in the articles and shareholders agreement.
Advantages of shares for employees over options
The shares for employees can be:
- Structured so as to maximise the chances of the employee benefiting from the lower rates of capital gains tax compared with income tax. Entrepreneurs Relief may be available;
- At the employer’s discretion: different employees can receive different awards;
- Entitle the employee to dividends;
- Build a stronger sense of a stake in the business than an option can.
Disadvantages of providing shares for employees in private companies
- Income tax and sometimes National Insurance will be payable on any benefit given to the employee. What this means in simple terms is that if you gift shares to employees there will be a tax charge. To calculate the amount of tax payable the value of the shares in the private company for tax purposes will need to be calculated.
- If the share value falls, HMRC does not refund any tax paid by the employee.
What is most suitable for private company SMEs providing shares for employees?
Private companies can implement any of the HMRC approved options plans. But some types of HMRC approved plans are not generally suitable for smaller businesses because EMI options are usually the best choice. We will always consider EMI before looking at other alternatives.
EMI options are the most tax efficient type of approved option available and targeted at start ups and smaller SMEs. Intended to be used on a selective basis – i.e. do not have to be made available to the entire workforce.
CSOP options are usually implemented by larger quoted companies that do not qualify for EMI. CSOP options do not have to be made available to the entire workforce. CSOP options are popular with US and other overseas businesses wanting to motivate the UK workforce. Larger private companies with a work force of over 250 employees have to consider CSOP options as they have too many employees to qualify for EMI.
SIP and SAYE option plans
SIP and SAYE option plans have to be offered to all employees. A SIP or SAYE plan is generally not suitable for a private company as the number of participants is too small compared with set up and administrative costs.
The problem with unapproved options
Awarding shares for employees under an unapproved option is the most straight forward way to proceed for any private company SME. In some cases, unapproved options are the only choice. But, unapproved options are tax inefficient compared to EMI options or the other types of HMRC approved option plans.