Starting your own business is an exciting job. However, it is not without its challenges. Finding, motivating, and retaining talented employees is one of the most significant potential barriers for startup founders. Employee Stock Ownership Plans (ESOPs) allow employees to own equity in the company they work for, provide incentives to continue doing so, and increase their commitment to both ongoing business and long-term goals. and help solve this problem. Here’s a quick guide to using ESOP for start-ups to attract and retain top talent.
What is ESOP?
The full form of ESOP stands for Employee Stock Option Plan (ESOP). This is a plan designed to benefit the organization’s employees by providing them with the opportunity to own equity in the organization. This ownership eliminates the need for employees to incur additional costs to purchase shares from the organization. However, there are some additional charges, but these are very small.
Employees can redeem these shares after a certain period. Here are some characteristics of ESOP:
- It depends on the grade, annual salary, working conditions, etc.
- Eligible employees are granted a percentage of shares at a price below market value.
- Shares are held in a trust.
- The business will purchase the employee’s shares back at market value when the employee retires or leaves the business.
- These shares will be allocated to another eligible new or existing employee. In this plan, the employee becomes the owner.
- Feel motivated as a company owner and improve employee productivity.
What are the pros and cons of an ESOP?
There are many advantages to ESOPs, including the following:
- Flexibility:
Shareholders can choose to slowly withdraw their funds over time or sell only a portion of their holdings. They can continue to operate after their equity stake in the company is released. If an employee leaves or leaves the company, they can choose to retain their shares, so they can still have a voice within the company after they leave.
- Leadership consistency:
Improved leadership and employee retention lead to consistency, lower turnover, and a company’s share of success. Employees have the opportunity to vote, receive updates on plan explanations and financial statements, and learn about the organisation’s performance. These lines of communication help focus and coordinate the interests of everyone in your organisation. The corporate culture fosters a supportive work environment and encourages teamwork among employees.
- Confidentiality:
ESOP does not share employee information. This means that employee data is private and secure. The terms and conditions of ESOPs are just, transparent, and supportive of employees during times of need.
- Simplicity:
The ESOP is a great option for retirement planning because it’s easy to transition. They offer employees the opportunity to stay with the company for as long as they wish and can even sell their shares to the company if they wish. Owners can reward their employees for part of the business and incentivize payouts and production.
Employee productivity increases and the quality of company culture improves. The company can then buy back its shares and continue to support its employees after they retire.
- Fair Market Value (FMV) is Paid to Sellers:
According to the Internal Revenue Service, fair market value (FMV) is the amount a company sells on the open market. This is the amount that willing buyers and willing sellers would agree to if neither party is required to take action and both parties have a reasonable understanding of the material facts. It is the fiduciary duty of the ESOP fiduciary to maintain this standard.
An unbiased valuation (ESOP Stock Valuation) is used to determine the FMV, and the plan sponsor and his ESOP trustee negotiate the amount. Only when both sides agree on a price will the deal go through. The company and its shareholders as a whole can be assumed to receive fair compensation for their shares.
- Data privacy:
Employee information is kept confidential by the ESOP. This indicates that member information is secure and confidential. ESOP’s terms of service are reasonable and unambiguous, and they support employees when needed.
- Tax benefits for all parties:
Since the passage of the Employee Retirement Income Security Act (ERISA) in 1974, there has been clear Congressional support for the establishment of employee-owned businesses. A historic law aimed at developing working-class wealth and stabilising middle-class businesses incorporates significant tax incentives for the ESOP. These advantages have since been reinforced by lawmakers from both parties.
- Consistency in leadership:
Employee and management loyalty is increased, which can lead to retention, lower turnover, and a legitimate interest in the company’s success. Employees are fully informed about the company’s success, have voting rights, and receive updates on plan explanations and financial statements. These modes of communication serve to align the interests of everyone in the company, allowing for greater focus. Company culture motivates employees to work together toward a common objective, fostering a supportive environment at work.
- Beneficial for employees:
When companies provide their employees with an ESOP, they are more likely to have lower employee turnover, increased job security, and improved employee retention. Companies that show an interest in investing in their employees are more productive, ultimately helping companies to make more money and grow faster. This also helps us find and hire the best candidates. In general, you can make pre-tax investments and benefit from her tax-deductible ESOP payments. An ESOP is a tax-exempt trust that earns interest and increases cash flow the longer the funds are held.
- A Known Buyer is an Employee Trust:
Due diligence in M&A transactions can reveal the seller. Even if the deal does not go through, confidential company information and trade secrets may be exposed to competitors. With the employee’s trust, the buyer, ultimately has the company’s best interests in mind, even if his leveraged ESOP transaction goes through a similar due diligence process. A solid and effective plan sponsor is the cornerstone of a successful employee stock ownership program. A professional ESOP trustee must seek a fair ESOP market value (ESOP Stock Valuation), but not at the expense of the company’s reputation or potential.
The main cons when considering an ESOP are
1. Dilution:
When using an ESOP to fund company growth, the cash flow benefits must be weighed against the dilution ratio.
2. Availability of funds:
A potential disadvantage of a sale to the ESOP compared to a sale to a third party is that the sale to the ESOP is dependent on our ability to raise the necessary funds. If a bank loan is to finance the transaction, the company must be able to secure it by having enough cash flow to pay back the loan and enough assets to serve as collateral. If the company lacks sufficient collateral, the seller may have to provide a personal guarantee or pledge a portion of the qualified replacement securities. If bank funding is insufficient, sellers can always finance all or part of the sale themselves.
3. Balance Sheet Impact:
When a company borrows money and lends that money to an ESOP to enable the ESOP to buy shares in the company with leverage, accounting rules record the bank loan as a liability and credit the corresponding amount to the other party’s account must profit-sharing net result is that the amount of the bank debt reduces the company’s net worth. The reduction should have little to no effect on the business’s operations. But if the business is in the construction sector, the decline in its net worth might make it more difficult for it to secure construction bonding.
4. Disclosure:
Participants will receive an annual profit statement from the plan similar to the one they receive from a profit-sharing or 401(k) plan. They have no right to obtain company financial statements or go to shareholder meetings because they are not direct shareholders.
5. Evaluation:
Shares must be valued annually to determine the value of the shares for purchasing, allocating, and distributing. If the review was created by a qualified third party, the review is not subject to subsequent adjustments. However, if the stock is overvalued, the outgrowth depends on whether it was contributed to or bought.
If the shares were contributed by the company at an inflated valuation, the penalty would be a reduction in the deductions made by the company on the contribution. If the shares were purchased by the ESOP, the deduction will not be affected, but the seller will have to repay the excess purchase price. Additionally, under ERISA, the seller is subject to a 15% penalty tax for each year the stock is overvalued.
6. Liquidity:
If the stock appreciates significantly, the ESOP and/or the company may not have sufficient funds to buy back the stock after the employee leaves. Most of the time, the first five years of planning necessitate very little liquidity. After the first five years, the ESOP must hold a portion of the funds in liquid investments to provide liquidity for retiring or leaving employees.
7. Fiduciary Liability:
Members of the Plan Committee that administers the Plan are considered fiduciaries and may be held liable if they knowingly engage in fraudulent transactions. As the ESOP is primarily invested in the employer’s stock, the fiduciary duty under an ESOP is less than that under a profit-sharing plan.
As part of the profit-sharing plan, the fiduciary makes a wide range of investments. Therefore, fiduciaries should diversify their investments, and all investments must meet the reasonable rate of return requirements.
8. Stock Performance:
If the company’s value does not go up, an employee may find his ESOP less attractive than a pro-profit-sharing plan. In the extreme case, if the company goes bankrupt, the employees will lose their profits unless the ESOP is diversified into other investments.
9. Pro Rata Offers:
All offers to purchase stock on behalf of the ESOP must be made on a pro-rata basis to all shareholders. For example, unless the remaining shareholders agree otherwise, existing shareholders may not sell their shares unless they also offer other shareholders the profit-sharing of their shares on a proportionate basis. This is the same requirement that applies to the redemption of company shares.
How does ESOP work in a startup?
Employers determine the number of shares offered for sale under the ESOP, and their employee’s benefits. The employee is then granted an ESOP with a grant date.
Once an ESOP is provided, it remains in the trust fund for a period known as the lockup period. Employees must remain with the company during the vesting period to exercise their ownership of the shares through the exercise of the ESOP.
Once the vesting period expires, the employee will be entitled to exercise ESOP. The date on which the vesting period expires is called the vesting date. Employees can exercise an ESOP to purchase company stock at an allotted price below market value.
Employees may sell shares purchased through the ESOP to profit from their holdings. If an employee resigns or is terminated before the end of the vesting period, the company must repurchase her ESOP at fair market value within 60 days.
How long does it take to be fully vested in ESOP?
There is no normal ESOP vesting period. It varies from as little as 12 months to 4 years or even longer. It depends on the following factors:
Company growth stages:
Typically, growing startups offer a short-term lockup period of 12-18 months due to the uncertainty and materialisation of such shares in the future.
Larger companies, especially blue chip companies, offer longer lockup periods due to their size, track record, and bargaining power.
Company financial situation:
The company’s financial situation also determines the block period. Startups want longer wait times because they don’t want organisational wear and tear, especially in their founding years when the company is in a stage of exponential growth.
Even large companies want longer wait times because the cost of onboarding employees per new hire is enormous. A best practice adopted in the market is an 18- to 24-month lockup period that helps companies maximize employee potential.
Who benefits from ESOPs the most?
Employees benefit most from the ESOP. If an employee works for a company for a long time and the employer stock has appreciated by the time of retirement, an ESOP may be able to provide them with substantial retirement assets.
The ESOP is to benefit those workers who stick with the employer the longest and make the biggest contributions to its success. Shares are allocated to each employee’s account based on contributions from the company, so there is no cost to the employee to earn this benefit.
Employees will not be taxed on amounts paid by their employer to the ESOP or on income earned in that account until they receive the distribution. Still, rolling over to the IRA or special averaging method when calculating income can mitigate or defer the income tax impact of the distribution.
Upon termination of an employee’s participation in her ESOP, the employee is entitled to receive a share of the vested interest according to the chart incorporated in her ESOP document.
Distributions can be made in stock or cash. However, put options, which require the plan or company to purchase the shares distributed to the participants, allow the participants to be paid cash in lieu of the shares. This is of particular value to private company participants, where there is no market for the company’s stock.
What should employers know before deciding on ESOPs for startups?
ESOPs can help businesses attract top talent, but there are several factors to consider before making them available to employees, especially in times of economic turmoil. First, there are specific laws and regulations governing the operation of ESOPs. Businesses must comply with all laws to properly manage the ESOP and avoid the risk of fines for non-compliance. Additionally, outsourcing ESOP governance and internal oversight can be costly. Employers should keep their cost structure in mind when adopting the ESOP concept in their organisation.
What happens to my ESOP if I quit?
There are two scenarios to consider here.
Listed company:
In listed companies, when options are granted, retiring employees can keep the stock and treat it as a normal investment.
Unlisted/private company:
The company typically buys back shares at fair market value (FMV). However, we encourage you to refer to the company’s relevant policies. However, in both cases, non-vested options will be forfeited in the event of withdrawal/termination.
Frequently Asked Questions (FAQs)
How does an employer benefit from an ESOP?
ESOP increases employee retention and reduces employee turnover. The ESOP also helps employers reward hard work in the form of stock rather than cash, eliminating the need to trigger an immediate cash outflow.
What are ESOPs in salary?
An ESOP, or Employee Stock Option Plan, is a benefit plan provided by a company to its employees. This allows employees to retain or redeem shares in the company after a certain period. ESOPs assist businesses in retaining talent and motivating employees.
Is ESOP better than profit sharing?
ESOP is better than profit sharing. An ESOP is beneficial not only to employees but also to the company and shareholders. In a profit-sharing plan, the deposit is usually cash and that money is invested in other investments.
Are founders eligible for ESOP?
The founders must create an ESOP pool and dilute some of their equity to offer ESOPs.
How many employees do you need for an ESOP?
There are ESOPs with less than 10 employees and a few ESOPs with between 10 and 20 employees, but in most cases, 15 or more employees is a good place to start.
Wrapping Up
The bottom line is that many ESOP benefits can be experienced by start-ups as well as employees of large companies. If your company has recently issued ESOPs or plans to do so shortly, it is always a good idea to seek the help of a financial professional to better understand how to best take advantage of these financial opportunities.