ESOP in India-Example of ESOP-Pros Cons ESOP Tax Implications-How do ESOP Work-FinancePlusInsurance

ESOP in India – Meaning, Examples, Benefits, Pros and Cons

It is no longer necessary for businesses to offer their employees a basic wage package in order to pay them well. Nowadays, businesses provide more than simply a wage to their employees. One of these benefits is the Employee Stock Ownership Plan (ESOP), which allows employees to own a portion of the company (ESOP).

Upon reviewing a client’s financial plan, we discovered that his Indian Employee Stock Ownership Plan (ESOP) benefits accounted for more than 20% of his net worth at today’s rate of return (after adjusting cost and all applicable taxes).

What is ESOP?

ESOP means the Employee Stock Ownership Plan or Employee Stock Ownership Program. Employees can purchase business stock at a specified price after a specified period of time at little or no additional expense as a result of this agreement. Employees of Flipkart, Myntra, and other Indian start-ups have been given the opportunity to purchase a portion of the company’s shares (ESOPs).

ESOP Overview

Employee Stock Ownership Plans (ESOPs) in India and Employee Stock Option Plans (ESOPs) in the United States are synonymous. Employee stock ownership plans (ESOPs) enable employees to purchase shares of their employer’s stock at a specified price after a specified period of time has passed. If someone has performed admirably or worked long hours, they are frequently rewarded with a bonus.

Individuals who own a part in a successful business may be more motivated to work hard since their stock value increases as the business succeeds. Additionally, employee stock ownership plans (ESOPs) help maintain employees in their positions. Vesting schedules for ESOPs are determine by the board of directors. Individuals who purchase 3000 shares today will not receive them all at once.

They will be distributed in batches of 1000 shares over the course of many months. Employees frequently have to wait to exercise their entitlement to purchase shares in their employer. This is referr to as the “vesting phase,” and it lasts for a period of time. Once an employee does not exercise his or her options during the period during which they are “vested,” they expire and the employee forfeits all rights to them.

The trend began with information technology companies and has subsequently spread to other types of enterprises, such as small businesses that use employee stock ownership plans to recruit employees.

How do ESOP Work?

This means that the company determines the number of shares to offer, their price, and which employees are eligible to receive them through an ESOP. Finally, employees receive pre-established employee stock ownership plans (ESOPs).

After a specified period of time, an employee stock option (ESOP) “vests.” This signifies that the option may be use to purchase common stock of the corporation. Employees must remain with the company for the entire period during which the ESOP advantages are accessible to them.

Employees who have ESOP rights may exercise them after the vesting period has expired. The word “vesting date” refers to the date on which the vesting period expires. They can utilise their funds to purchase firm stock at a discount to the market price. This is referred to as an employee stock ownership plan (ESOP) (ESOP). Employee stock ownership plans (ESOPs) also provide employees with the opportunity to profit from their stock ownership.

This means that if an employee leaves or retires before fully vesting in his or her ESOPs, the employer is require to buy them back at fair market value within 60 days.

Example of ESOP in India

If a company’s stock is rising, it is conceivable for an employee who does not wish to risk anything to stay out of the stock market. This means that after one year, if an employee is granted 300 shares at Rs. 100 each with a one-year vesting period, the employee will be able to purchase the shares for Rs. 100 each.

In this ESOP example, if the option’s value at the time of exercise exceeds Rs.100. The employee will be better off exercising the option. Employees may be able to purchase shares for Rs. 30000 and then sell them for Rs. 45000 if the market value of the shares is Rs. 150 at the time of purchase and the shares are worth Rs. 30000 at the time of sale (Rs.150 x 300).

He anticipates earning Rs. 15000 from the venture. After deducting a 30% perquisite tax and a 15% short-term capital gain tax, the net gain from this technique is Rs 8250. There is no risk to the employee as long as they elect to use the option. They can purchase shares at a discount and then sell them for a profit. They have the option of not participating in ESOPs. An Employee Stock Ownership Plan (ESOP) has a number of advantages.

Benefits of ESOPs in India

Employee stock ownership plans (ESOPs) are one of the best benefits of financial planning for individuals in the following ways. Let us look at few of them below:

Stock Ownership

Employees have the opportunity to own a portion of the company’s stock through the Employee Stock Ownership Plan (ESOP).

Income through Dividend

The company’s responsibility is to pay dividends to its shareholders, which are base on percentage of the company’s profits. Employees that work diligently to increase their company’s profitability will receive immediate compensation as well as increased dividends.

Discounted Stocks

Frequently, a small fee is paid to employees who wish to purchase the shares they received as part of an employee stock ownership programme (ESOPs). As a result, they may now invest in the business at a lower cost than previously.

ESOPs can be a godsend for businesses. They provide employees with a stake in the business. ESOPs benefit both employees and employers.

Employee Retention

Workers remain in their jobs longer. This is because they must wait for their ESOPs to become valuable before they can use them.

Productivity has Improved

By providing employees with a stake in the firm, employee stock ownership plans (ESOPs) can help both the company and its employees be more productive and profitable.

Method for Attracting Talent

Employee stock ownership plans, or ESOPs, are frequently in work by firms to retain and attract talented personnel. ESOPs assist start-ups in attracting top talent when high compensation is not feasible during the early stages.

Pros and Cons of ESOP in India

ESOPs have a avenues of investment potential of becoming quite advantageous in the long run. Numerous Employee Stock Ownership Plans (ESOPs) were distributed when the business was still in its infancy. They were able to earn money when they sold stock on the stock market when it became successful. It is feasible to invest in an ESOP. If you work there, you’ll receive regular updates on the company’s growth and long-term goals and ambitions. This strategy enables you to determine how to invest in ESOPs, such as whether to exercise the option or not, when to exercise the option, and at what price point to exercise the option. You may attempt it.

Employers can use ESOPs, or employee stock ownership plans, to compensate employees when the business is experiencing financial difficulties. Employees that feel a sense of ownership in the business to be driven to perform well at work.

Individuals who are fearful of taking risks may not be excellent candidates for employee stock ownership schemes (ESOPs). Employee stock options (ESOPs) may have unforeseen repercussions that do not benefit the employee. Avoid employee stock ownership plans (ESOPs), which include a slew of restrictions on when options can be exercise. Avoid these plans if you wish to maximise your liquidity. You should also consider the tax implications of your choice. For every Infosys discovered, there will be 10 other companies whose ESOPs do not produce money.

What Happens to ESOPs when the Company is Listed?

Unlisted enterprises may find it difficult to sell the equity acquired through the ESOP. The fair market value (FMV) is determine by merchant bankers, which indicates that there may be few purchasers. Additionally, capital gains are taxed using the debt fund technique, which is the most advantageous method.

If you sell shares within 36 months of exercising your stock options, your short-term capital gains will be taxed at the same rate as your marginal income tax rate. Due to the indexation of the stock’s price, your effective tax rate will be 20% if you sell it after 36 months and profit. On the other side, when the company goes public, employees will have additional possibilities for selling their shares. Additionally, the FMV may alter as a result of market fluctuations.

What are the Tax Implications on ESOP in India?

It is completely free if the company allows customers to choose from the available options. There is no income tax on the money during this period. If an employee has the option to purchase shares, the difference between the option’s market value and its exercise price is refer to as the “perquisite.” The employee’s marginal tax rate is applicable to this discrepancy.

When an employee sells his or her stock, the employee receives a capital gain. If the shares are sold within a year of purchase, they will be subject to the 15% capital gains tax, just as they would be if they were purchased and sold in the ordinary course of business. After one year, the stock is considered long-term and is not taxed upon sale.

Individuals in India who own employee stock ownership plans (ESOPs) issued by a publicly traded corporation outside of India are tax differently depending on their residence and the type of tax they pay. Without the indexation benefit, long-term capital gains are tax at 10%. When the indexation benefit is taken into account, long-term capital gains are tax at a rate of 20%.


Thus, it is critical to understand what employee stock ownership plans (ESOPs) meaning, how does ESOP work, benefits of ESOP, pros and cons of ESOP as well as the tax implications on ESOP. Prior to exercising your stock option options, keep track of the vesting period for your ESOP. They may be a valuable component of your compensation package, but you must be aware of all potential repercussions in order to get the most out of them.