GEO INSIGHTS

Analysis of HMRC's latest employee share scheme data, highlighting trends in EMI, CSOP and other tax-advantaged plans. The article discusses growing adoption, changing employer behaviour and what the figures suggest about employee ownership in UK businesses.

Summarizes the importance of submitting a valid W-8BEN (for shareholders outside the US holding US stock) . This usually prevents this withholding, ensures the correct tax treatment, and may qualify them for reduced withholding under a tax treaty.

Practical guidance on managing offshore employee benefit trust share warehouses, covering governance, funding, pricing, documentation, and administration.

Successful GEO Award submissions clearly tell the story behind the achievement by defining the challenge, explaining the solution, and demonstrating measurable business impact. Judges value authentic, issuer-led innovation supported by data, clear outcomes, and lessons that can benefit the broader equity compensation community. Companies of any size can submit a winning entry by focusing on meaningful results, creativity, and compelling storytelling.

An  update on UK executive remuneration and employee share plans, covering EMI, CSOP, Employee Ownership Trusts (EOTs), PISCES-related share transactions, Employment Related Securities (ERS) reporting, and key legal and tax developments affecting the design, operation and governance of employee share plans

On 18 March 2026, the European Commission proposed “EU Inc.”, a new optional EU-wide corporate structure designed to simplify cross-border operations, boost competitiveness, and support startup growth through a harmonised set of corporate rules. A key feature is the introduction of EU employee stock option plans (EU-ESOs), which would allow companies to grant portable stock options across EU member states and defer taxation until the shares are sold, helping employees avoid “dry tax” on unrealised gains. The proposal would significantly change the treatment of share options in countries like Ireland by aligning EU-ESOs more closely with Ireland’s Key Employee Engagement Programme, and it is now under review by the European Parliament and Council with a target agreement date by the end of 2026.

An IPO marks a major shift for executive compensation, bringing new stakeholders, stricter regulations, disclosure requirements, and trading restrictions tied to material non-public information (MNPI). To prepare, companies should establish a compensation committee, create a strong benchmarking peer group, review equity plans, define a clear compensation philosophy, and ensure compliance with evolving pay transparency and market abuse regulations. Executive education is also critical, as IPO-related equity compensation, lockups, blackout periods, and trading rules can be complex and may limit executives’ ability to access liquidity even after going public.

From 1 April 2026, New Zealand’s new Employee Deferred Shares (EDS) regime allows unlisted companies to defer taxation on employee share schemes until a real “liquidity event” occurs, helping reduce the “tax-without-cash” problem where employees are taxed before they can sell shares. The final rules refine earlier proposals by excluding dividends and illiquid restructures from triggering tax, while requiring employers to designate shares as EDS and notify both employees and Inland Revenue within 20 days. While the regime improves alignment between tax timing and actual liquidity, it still involves trade-offs, as employees may ultimately be taxed on higher future share values when they are finally able to sell.

Blue Origin, Jeff Bezos’ space company, has introduced a new employee stock incentive plan aimed at addressing worker dissatisfaction and improving morale, especially as competitors like SpaceX offer more lucrative equity outcomes. The changes follow employee complaints about earlier stock option programs that often failed to pay out unless an IPO or company sale occurred, leaving many options effectively worthless. The revised plan expands payout triggers, such as external funding rounds and tender offers, and is intended to make compensation more competitive while retaining talent amid intense rivalry in the space industry.