Spin-offs, separations, plan migrations, and shareholder approval processes can place equity plans under significant operational and governance pressure. Drawing on real-world issuer experience, this session examines how organizations can manage equity through corporate transformation while supporting employee retention and ownership, maintaining data and communication readiness, and responding effectively to shareholder and proxy advisor scrutiny.

KEY LEARNING POINTS:

• Identify equity plan challenges arising from spin-offs, separations, and plan migrations.
• Assess data, communication, legal, tax, and governance considerations during corporate change.
• Evaluate approaches for responding to shareholder and proxy advisor scrutiny while maintaining participant trust.

The 2026 FTSE AGM season has brought significant activity in remuneration policy and incentive plan design. Using a full season of market data, this session examines developments including changes to bonus deferral, increased incentive opportunities, evolving long-term incentive structures, and the growing use of hybrid plans. It considers what these trends and outcomes mean for companies reviewing remuneration and share plan design ahead of 2027.

KEY LEARNING POINTS:

• Identify key remuneration and incentive design trends from the 2026 FTSE AGM season.
• Differentiate between emerging approaches to bonus deferral and long-term incentive structures.
• Assess how 2026 market developments may inform remuneration and plan design decisions for 2027.

Employee share plans may provide an individual's first experience of investing, but participation does not necessarily translate into long-term financial confidence. This session examines what happens after vesting, maturity, or exercise and asks whether equity programs can provide a bridge from workplace ownership to lifelong investing. Drawing on issuer experience, participant behaviour, and emerging technology, the panel will explore how organizations can support more informed post-plan financial decisions.

KEY LEARNING POINTS:

• Assess whether participation alone provides an effective measure of employee share plan success.
• Identify participant behaviours and decision points following vesting, maturity, or exercise.
• Evaluate how technology, personalisation, and targeted support can encourage longer-term investing and financial wellbeing.

The use and design of share-based long-term incentives and employee stock purchase plans varies considerably between markets. This session provides a comparative analysis of LTI and ESPP practices among listed companies across Belgium, Denmark, France, Germany, Italy, the Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, the United Kingdom, and other selected jurisdictions.

KEY LEARNING POINTS:

• Identify differences in the use of LTIs and ESPPs across selected global markets.
• Compare share-based incentive practices among listed companies across jurisdictions.
• Assess how market practices can inform the design and benchmarking of equity programs.

Discover the evolving landscape of global talent acquisition in this insightful session, where the expert panel unravel the complexities of hiring talent from around the world.

Attendees will access a comprehensive overview of countries where granting equity awards to consultant employees remains particularly challenging. Attend this panel to equip yourself with the knowledge and strategies needed to navigate the global talent landscape effectively, regardless of where your talent is based.

KEY LEARNING POINTS:

• Navigating work arrangements: Understand the shift towards flexible work arrangements, including remote work, consulting, and employment through Professional Employer Organizations/Employers of Record. Learn why even large companies are exploring these options.
• Legal and tax implications: Gain valuable insights into the diverse tax and legal considerations associated with equity awards, depending on the employment arrangement. Explore how multinational companies have successfully managed these challenges.
• Documentation and communication: Delve into the differences in communicating and documenting equity awards based on the specific work arrangement. Get practical guidance on ensuring compliance and clarity in various scenarios.

CPE CREDIT HOURS: 1.0*

Field of study: Personell/HR
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit: 1.0 credits

Please visit our Continuing Education and Event Policies pages for more information.

In the face of the ongoing and unprecedented mismatch between inflation and salary increases in 2023, which is expected to continue into 2024, companies find themselves in a relentless War for Talent. The challenge now is to ensure that equity plans remain effective and relevant in this ever-evolving landscape. In response to this changing environment, companies resorted to ‘one-off payments’ and ad-hoc share-based grants in 2022 and 2023.

Don't miss this session, where you'll gather invaluable knowledge about adapting equity plans to the challenges of today's talent landscape and future-proofing your organization's approach to employee rewards.

KEY LEARNING POINTS:

• Navigating market trends: Gain insights into the market trends that unfolded in 2022 and 2023, understanding the dynamics that have shaped the current scenario.
• The power of hyper-personalization: Explore how companies are harnessing the concept of "Hyper-personalization" to tailor equity rewards to individual employee needs and aspirations.
• Revamping communication strategies: Discover how organizations are evolving their communication strategies to effectively reward and retain employees as we venture into 2024 and beyond.

CPE CREDIT HOURS: 1.0*

Field of study: Specialized Knowledge
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit: 1.0 credits

Please visit our Continuing Education and Event Policies pages for more information.