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The Share Incentive Plan (SIP) was first introduced in the UK in 2000. SIPs are a HMRC (His Majesty's Revenue & Customs) approved, tax efficient all employee plan, which provides companies with the flexibility to tailor the plan to meet their business needs. SIPs are becoming increasingly popular with companies that want to engage their ...
Many companies use employee stock options plans to retain, reward, and attract employees, [3] the objective being to give employees an incentive to behave in ways that will boost the company's stock price. The employee could exercise the option, pay the exercise price and would be issued with ordinary shares in the company.
When the contract matures, a tax-free bonus is received. The employee can then choose either to exercise the option to buy the shares with the proceeds from the savings contract, or to take the proceeds and the bonus. The bonuses are equivalent to fixed rate interest and are set by the Treasury. The savings and bonus are free from income tax.
Profit sharing refers to various incentive plans introduced by businesses which provide direct or indirect payments to employees, often depending on the company's profitability, employees' regular salaries, and bonuses. [1] [2] [3] In publicly traded companies, these plans typically amount to allocation of shares to employees.
The investments can grow tax-free, a lump sum can be taken by the investor tax-free on retirement, and SIPPs attract better inheritance tax treatment if the beneficiary dies before the age of 75. The HMRC rules allow for a greater range of investments to be held than personal pension schemes, notably equities and property.
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