The biggest part of implementing an employee benefit plan is strategic planning. We first help you understand the key variables and tax implications of the various equity plans so that the best decision can be made for the company and its scalability. Once the decision is made, we prepare all the legal documents for you and implement them with you.
for Swiss Startups
EUR 1.950 (excl. VAT)
Flat fee package contents:
Expert meeting with our legal experts: strategic planning and advice, discussion of core variables, decision on the most suitable plan
Drafting of the legal documents including the allocation agreement
Feedback round, to clarify all open issues and implement the adjustments
Review of existing legal documents related to the plan
Guidance for the plan management
for Swiss Startups
EUR 1.950 (excl. VAT)
Flat fee package contents:
Expert meeting with our legal experts: strategic planning and advice, discussion of core variables, decision for the most suitable plan
Drafting of the legal documents including the allocation agreement
Feedback round to clarify all open issues and implement the adjustments
Review of existing legal documents related to the plan
Guidance for the plan management
A participation plan is only effective if employees believe in the plan.
EUR 1.800 (excl. VAT)
Flat fee package contents:
Kick-off session with our legal experts, the advisory board and the management team
Preparation of the employee workshop according to the management input
Implementation of the workshop with the company's employees
Training concept & manual for future internal employee workshops
The allocation of genuine shares or options on such shares to an employee generally results in a so-called non-cash benefit. This is treated in the same way as wages for tax and social security purposes. This leads to the so-called “dry-income problem”, as employees have to pay tax on sums of money that they have not yet received in cash. Although special tax regulations exist to prevent taxation at the time of allocation, the applicability of these regulations is highly dependent on the individual case.
To ensure that the tax and social security implications of stock options can be planned for both the employee and the company, we recommend obtaining information from the tax office at the place of business.
Together with the ESOP, we offer to obtain a call report at cost (costs generally between EUR 650 and 1,600).
Consulting on or changes to an existing VSOP / ESOP
Consulting on the international rollout of a VSOP / ESOP
Implementation of an international VSOP / ESOP for German employees
Other participation options for employees (direct shareholdings, dormant shareholdings, establishment of employee investment companies)
An ESOP (or Employee Stock Option Plan) is a plan for genuine employee participation. Under this plan, employees participate directly in the growth of the company through the allocation of real business shares or options on them. ESOPs are usually designed in such a way that the options are not converted into real shares until the startup is sold (exit) or an initial public offering (IPO).
With the VSOP (Virtual Stock Option Plan), on the other hand, employees receive a purely virtual share in the company. The virtual shares serve as a mere calculation factor to put employees in the same financial position in the event of an exit or IPO as if they were the owners of real shares. The employees receive a payment claim against the company and thus participate in the sales proceeds. Due to their contractual nature, VSOPs can be used more flexibly and, if structured correctly, avoid the tax disadvantages and formal hurdles that apply to ESOPs in Germany.
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