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Employee Stock Ownership Plan
An Employee Stock Ownership Plan (ESOP) is a program that allows
employees to own shares of the company they work for. It is a way
for companies to give employees a stake in the company’s success.
Essentially, instead of just a salary, employees get the opportunity to
become part-owners, which can motivate them and align their
interests with the company’s growth.
Company Sets Up an ESOP
The company decides to create an ESOP trust (a legal entity that holds shares on behalf of employees). The company works with financial and legal advisors to define the plan rules, eligibility, and vesting period.
Company Contributes Shares or Money
New Shares: Company issues new shares and gives them to the ESOP trust. Cash Contribution: Company contributes cash to the ESOP trust, which buys existing shares from shareholders.
Allocation of Shares to Employees
Shares are allocated to employees’ ESOP accounts, usually based on: Salary level Tenure (how long they have been in the company) Role or performance (in some cases) Initially, the shares are not fully owned by the employees—they are held in the ESOP trust.
Vesting Period
Vesting Period
Employees earn the right to the shares over time. This is called vesting. Example: 4-year vesting with 1-year cliff means: After 1 year, employee owns 25% of shares After 4 years, employee owns 100% of allocated shares
Exercising or Selling the Shares
Once vested, employees can sell their shares back to the company or on the open market (if the company is public). If the company is private, the company usually buys back the shares at a fair valuation. 6. Tax Implications Employees typically pay tax when they sell the shares (capital gains tax). Some countries may also have tax on the difference between the market value and the exercise price when options are exercised.
Motivates employees to work for company growth
Helps retain talented employees (vesting encourages long-term commitment)
Can be a tax-efficient way for employees to receive compensation
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