GEO INSIGHTS

Swiggy's IPO, valued at ₹11,300 crore, has unlocked ₹9,000 crore worth of employee stock options (ESOPs), creating significant wealth for around 5,000 employees, with nearly 500 becoming 'crorepatis.' Employees can sell their shares a month after listing, thanks to a regulatory exemption, while the IPO was oversubscribed 3.59 times, driven by institutional investors. With its ESOP program spanning three plans since 2015, Swiggy's founders and top management collectively hold ESOPs worth ₹2,600 crore, emphasizing the company's commitment to rewarding employee contributions.

 

Mphasis Limited announced the granting of 25,000 stock options under its ESOP 2016 and 12,000 restricted stock units (RSUs) under its RSU Plan 2021 to eligible employees, effective November 7, 2024, as approved by its ESOP Compensation Committee. The stock options have an exercise price of ₹2,900, with equal vesting over five years and a 60-month exercise period, while the RSUs, priced at ₹10, follow a progressive vesting schedule of 10%, 20%, 30%, and 30% over five years, catering to both Indian and US-based employees. These equity grants are administered through the Mphasis Employees Equity Reward Trust, ensuring compliance with SEBI regulations, and the announcement was officially submitted to the BSE and NSE by Senior Vice President and Company Secretary Subramanian Narayan

Employee stock ownership plans (ESOPs) are increasingly popular in Southeast Asia and India, with 80% of startups now offering them, up from 60% in 2021, as founders recognize their value in attracting talent and managing cash flow. Despite this growth, many founders still lack a deep understanding of ESOPs, underlining the need for better structuring and education to maximize their effectiveness. Meanwhile, funding news includes Easy, an Indian fintech startup, raising $35 million for mortgage technology expansion, and Razer Gold receiving in-principle approval as a major payment institution in Singapore, among other significant industry updates.

The recent Budget introduces changes that will impact the cost and compliance of employee share plans, including an increase in employers' National Insurance Contributions (NIC) from 13.8% to 15% from April 2025, which could make tax-advantaged share plans more appealing. Additionally, increases in capital gains tax (CGT) rates and reductions in CGT exemptions may lead to higher tax obligations for employees, potentially affecting the attractiveness of these plans, while employers may need to enhance support and communication to help employees navigate these changes. For internationally mobile employees, the new tax regime replacing the remittance basis introduces limitations and complexities, requiring employers to reassess their compliance strategies and tax equalization policies.