UK flag
ARTICLE
16 September 2024
EMI SCHEMES: ENTERPRISE MANAGEMENT INCENTIVES
External News

BDO

Design and strategy
Stock options
UK and Channel Islands

Enterprise Management Incentive (EMI) schemes provide significant tax benefits for trading companies with gross assets of £30 million or less, allowing them to recruit and retain employees through share options without incurring income tax or national insurance contributions upon grant or exercise. Companies can grant options valued up to £250,000 per individual, with a total limit of £3 million, while ensuring that qualifying employees work at least 25 hours per week or 75% of their time for the company. However, companies must navigate potential pitfalls, such as changes in control or trading activities, and adhere to strict reporting requirements to maintain the favorable tax treatment of EMI options.

 

 

ARTICLE
11 September 2024
AXA'S SHAREPLAN 2024 ALLOWS EMPLOYEES TO INVEST WITH DISCOUNTED SHARE OPTIONS
External News

Insurance Business Magazine

Design and strategy
Discount shares
UK and Channel Islands

AXA has launched its annual employee share offering, "Shareplan 2024," allowing over 110,000 employees in 40 countries to participate through two plans: the Classic offer and Guarantee Plus offer. Employees can purchase shares at a discount, with the Classic offer providing shares at 80% of the reference price and Guarantee Plus at 93.6%, along with a guaranteed return through AXA’s partner bank. The maximum capital increase under this offering is around €135 million, and the new shares will be eligible for dividends from January 1, 2024.

ARTICLE
25 July 2024
A SLICE OF THE PIE: HOW CFOS CAN SET UP EMPLOYEE-SHARE SCHEMES THAT WORK
External News

Raconteur

Design and strategy
All plan types
UK and Channel Islands

Employee-share schemes are an effective tool for attracting talent, boosting productivity, and improving employee retention, with 81% of UK companies reporting positive impacts. However, they come with risks, particularly around tax complexities and misalignment with company goals, requiring careful design, implementation, and communication. Additionally, the broader challenges of inequality, such as gender disparities and the financial accessibility of these schemes, need to be addressed to maximize employee participation and impact.