Employee incentives and reward

Equity incentives are a proven way to motivate and retain employees and can be extremely tax-efficient. The plan best suited to your business will depend on various factors, including the stage of your business cycle, whether or not you want the plan to be available to all employees and your commercial objectives. Different plans will be appropriate depending on whether you want to encourage employee retention, reduce employment costs or increase growth.

There are several tax advantaged plans with statutory tax benefits.

EMI share schemes

EMI schemes are often introduced early in a company’s growth as a tax-efficient way to incentivise and retain key employees. They offer several tax benefits:

• No income tax or national insurance contributions on the grant or, if the share options have an exercise price no less than the value of the underlying shares on grant, at exercise
• Capital gains tax can be payable on sale of the shares, potentially at a reduced rate of 10% if business asset disposal relief (formerly known as entrepreneurs’ relief) is available
• A Corporation Tax deduction on exercise based on the shares’ market value at exercise, less the exercise price

There are various conditions the company and employee must meet to grant qualifying EMI options. In particular, companies can only benefit from this scheme if, broadly, they employ fewer than 250 full-time employees and their gross assets amount to £30 million or less. 

CSOP

If your business does not qualify under the EMI scheme, it is often worth considering the Company Share Option Plan (CSOP). This is another tax-advantaged share option scheme but with no limit on company size or employee numbers so that larger businesses can benefit.

SIP

A SIP (Share Incentive Plan) must be offered to all eligible employees and allows companies to invite employees to acquire shares in their employer or employer’s parent company. The shares are held in a special type of employee benefit trust. SIPs can award shares in various ways and where specific conditions are met, it is possible to award shares annually without creating an income tax or NIC charge. It is also possible to realise tax-free capital gains on SIP shares.

Non-tax advantaged plans

Where it is not possible to qualify for a tax-advantaged plan, it is still possible to structure a non-tax advantaged plan where profits realised by employees are chargeable to tax at Capital Gains Tax rates (20% or 10%). We can also advise on the various types of non-tax advantaged plans, including growth share plans and nil-paid or partly-paid share plans.

Awards of shares, options or other securities made to employees and directors in the tax year, and other transactions in employee shares, options or securities, must all be reported online to HMRC.

Common reportable transactions include:

• Any transactions in shares, loan notes or other securities, in particular where there has been an acquisition of shares or securities
• Any management buyout transactions involving any element of management rollover (either into loan notes or shares)
• Any employee or director transaction involving share options, such as exercises
• Group restructuring, such as share-for-share exchanges
• Any activity in the year relating to HMRC-approved share schemes (EMI, CSOP, SIP, SAYE)

The online returns must be submitted to HMRC by 6 July after the relevant tax year. Even if there are no reportable events, a nil return for each of the registered schemes must be submitted every year.

We can help you ensure your business is up to date with compliance requirements by reviewing your incentive schemes’ plan rules and preparing or reviewing online returns.

Unlike salary or bonuses, share plans can be implemented without an immediate cashflow cost to the employer. Companies whose cashflow may have been adversely affected may therefore consider equity-based incentives as an alternative to cash bonuses. It may also be possible to sacrifice salary into a more tax-efficient form of equity incentive to achieve both employer cashflow savings and tax savings for the employee.

Increasing numbers of employees travel between jurisdictions. Internationally-mobile employees (IMEs) include UK residents going to work overseas, overseas residents coming to the UK, and UK and overseas residents who move in and out of the UK.

The tax treatment of shares or options held by IMEs is complex. Share or share option profits realised by IMEs may be subject to tax in more than one jurisdiction, and the social security position can differ from the tax position.

You may also need to consider IMEs’ position under double taxation treaties. These can protect IMEs against double taxation and allow them to claim tax relief in the UK or overseas. Our expert team helps employers deal with the complex requirements of globally mobile workforces. We can assist with payroll and social security requirements for employee shares and share options and advise on planning opportunities. We can also advise employees on any tax they need to account for under self-assessment.

Employee ownership trusts (EOTs) can provide company shareholders with an exit strategy that does not involve an external buyer. The structure promotes employee engagement and a succession plan that can accelerate growth and help foster an inclusive culture.

To sell to an EOT without any liability to capital gains tax, shareholders must dispose of a controlling interest of over 50% of the shares in a trading company or the “principal company” of a trading group to a trust. The trust holds the share capital for the benefit of the company's employees.

Provided the qualifying conditions are met, no capital gains tax will be payable on the disposal of shares to the EOT by UK resident taxpayers. This particularly benefits any owner otherwise subject to the full rate of capital gains tax.

A company that is majority-owned by an EOT can pay annual, income tax-free bonus payments of up to £3,600 per employee.

The sale process should be simpler than a sale to a third-party purchaser, such as a trade buyer or a private equity fund. The process has lower transaction costs and fewer due diligence requirements, making it faster and less costly than alternative exit strategies.

Our team can advise whether an EOT is the right structure for your business and suitable for your succession planning and growth. We also help companies and shareholders implement EOT sales.

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