Designing global performance awards is both an art and a science. From fluctuating foreign exchange rates to evolving disclosure requirements, creating effective performance-based equity programs requires careful calibration and technical precision. This deep-dive session explores the architecture of successful global performance awards, covering metric selection, peer benchmarking, multi-currency valuation, and alignment with local tax rules.

Ideal for professionals in plan design, accounting, or global mobility, attendees will gain actionable insights to elevate their performance equity programs from simply compliant to strategically cutting-edge.

KEY LEARNING POINTS:

• Learn how to calibrate performance metrics and benchmark against peers to drive meaningful, measurable outcomes.
• Explore strategies for navigating FX fluctuations, multi-currency valuation, and local tax and compliance requirements.
• Gain practical approaches to transform your programs from compliant structures to innovative, workforce-engaging solutions.

This interactive session dives into innovative equity compensation strategies for private and early-stage companies navigating rapid growth, market volatility, and evolving regulatory demands. Using real-world case studies, participants will explore practical solutions for designing high-impact equity programs that align with strategic goals while staying cost-efficient and operationally manageable.

Topics include creating effective equity purchase and performance share plans on limited budgets, leveraging data-driven tools such as 90-day VWAP and ESG-linked plans, managing liquidity and cap tables through growth to IPO, and optimizing operational efficiency with HRIS platforms and automation. 

KEY LEARNING POINTS:

• Learn how to create equity purchase and performance share plans that align with company goals, ESG targets, and growth objectives, even on limited budgets.
• Discover how to leverage HRIS platforms, third-party administrators, and automated processes to streamline plan administration and minimize complexity.
• Gain practical insights into navigating liquidity events, cap tables, carve-outs, and employee engagement while scaling plans from early-stage to IPO or group-wide programs.

Designing equity programs across multiple regions can be challenging, particularly when balancing U.S. and European practices. This session explores the similarities, differences, and nuances of equity plan design on both sides of the Atlantic. Participants will gain insights into how cultural, regulatory, and market factors shape plan structures, participant communications, and overall program effectiveness. 

Through practical examples and lessons learned from multinational companies, attendees will leave with strategies to harmonize their equity programs while addressing local requirements and maintaining global consistency.

KEY LEARNING POINTS:

• Compare key design features, regulatory considerations, and cultural influences between U.S. and European equity plans.
• Learn strategies for harmonizing plan structures and participant experiences across regions while respecting local rules and expectations.
• Gain actionable tips for managing cross-border tax, compliance, and administrative complexities, ensuring smooth program execution worldwide.

In today’s competitive talent market, companies are rethinking equity compensation structures to attract and retain top performers while supporting long-term business goals. While the traditional four-year vesting model remains common, companies are increasingly experimenting with shorter vesting periods and more frequent vesting intervals.
This session explores the latest trends in equity vesting schedules and highlights some surprising outcomes from these shifts. Participants will gain insights into what’s driving these changes, the impact on both employees and employers, and the tax and operational considerations companies should weigh when designing an effective equity strategy.
 

KEY LEARNING POINTS:

• Discover why companies are adopting shorter or more frequent vesting intervals and how these changes affect retention and engagement.
• Understand the benefits and potential challenges of evolving vesting strategies for workforce motivation, cost management, and long-term business objectives.
• Explore tax, administrative, and compliance implications, and learn what to consider when designing a modern, effective equity compensation strategy.

Back in 2016, the ASC 718 updates transformed stock plan administration—allowing companies to use the highest marginal tax withholding rate on net-settled awards without the previous accounting headaches. Stock admins and payroll teams celebrated hours of work saved… yet nearly a decade later, some companies are still debating whether to stick with the highest marginal rate or revert to actual payroll rates.

This lively, debate-style session brings together a panel of experts to go head-to-head on the best approach to tax withholding under ASC 718. Expect candid opinions, real-world examples, and practical guidance to help your company decide the right path—without the guesswork.

KEY LEARNING POINTS:

• Get clarity on how the highest marginal rate works versus using actual payroll rates, and the accounting implications of each approach.
• Learn the operational and administrative considerations for stock plan admins and payroll teams, including efficiency and compliance benefits.
• Gain actionable guidance on choosing the right withholding method for your organization, backed by real-world examples and expert debate.

Join Wealthlane and its client, [TK], for a candid, real-world conversation on what it actually takes to implement AI that is natively embedded within an equity management platform. Moving beyond copilots and bolt-on analytics, this session explores how deeply integrated AI can reshape day-to-day equity administration—streamlining workflows, reducing manual effort, and enabling more proactive operations.

Rather than a product demo, this discussion is anchored in firsthand client experience. [TK] will share practical lessons learned, unexpected challenges, and tangible outcomes from adopting AI-driven automation within a real equity administration environment.

KEY LEARNING POINTS:

• Understand the difference between “add-on” AI and AI that is natively embedded in equity platforms—and why that distinction matters operationally.
• Learn from real-world client experience what it takes to successfully implement AI, including change management, readiness, and adoption considerations.
• Identify practical ways AI can improve efficiency, accuracy, and scalability in equity administration today—not just in theory.

Join this session to learn how Allianz, EY, and Equatex have partnered since 2018 to design and scale a truly global ESPP—driving employee ownership at Allianz from 9% to an impressive 79%, representing more than €1.5 billion in assets under management.

This session will explore how Allianz evolved from simply offering an ESPP to cultivating a holistic, enterprise-wide culture of employee share ownership. By combining thoughtful plan design, tax-efficient strategies, and a strong focus on employee experience, Allianz has successfully engaged its global workforce across 48 countries.

This is a practical, end-to-end case study on the power of partnership, innovation, and execution in building sustainable global employee ownership.

KEY LEARNING POINTS:

• Learn how Allianz transformed its ESPP into a holistic employee shareholder program spanning 48 countries and dramatically increased participation across its workforce.
• Gain insights from EY on managing diverse tax and legal frameworks while maintaining global consistency, compliance, and tax efficiency.
• Discover how Equatex optimized the employee journey and centralized communications to boost engagement and participation worldwide.

This session will provide a timely deep dive into the latest developments shaping employee compensation and equity in France. Recent regulatory changes have significantly impacted the qualification and treatment of free share plans, creating new considerations for issuers operating in the French market.

These experts will also address the increasingly important topic of US citizens working in France, focusing on how to structure and administer equity plans in compliance with both French and U.S. regulatory requirements. In addition, attendees will explore effective benchmarking strategies and approaches to designing competitive management compensation packages that align with evolving market expectations and company goals.

KEY LEARNING POINTS:

• Gain clarity on the latest developments affecting free share plan qualification and how these changes impact plan design and administration.
• Learn best practices for treating U.S. Persons in France while maintaining compliance with cross-border tax, securities, and employment regulations.
• Explore benchmarking approaches and management package design strategies to remain competitive in the French market while aligning with broader business objectives.

Tax complexity can be a major barrier to employee participation and perceived value in share plans. When participants struggle to understand their tax obligations, confidence drops—and engagement often follows. Leading organizations are rethinking how they support employees through clearer guidance and practical, user-friendly tools.

In this session, NatWest shares how it has taken an innovative approach to employee tax education, including the development of a bespoke Capital Gains Tax (CGT) base cost calculator that simplifies UK tax calculations across multiple share plans while reinforcing learning. 

KEY LEARNING POINTS: 

• Understand why proactive, practical tax support is critical to improving participation, trust, and perceived value in share plans.
• Learn how tools and education—such as NatWest’s CGT base cost calculator—can simplify complex country-specific tax obligations while building employee confidence.
• Take away global best practices for turning tax compliance from a pain point into a positive, engaging part of the employee equity experience.