Tips for Granting Global Equity

December 28, 2021 Shareworks Marketing

Five Tips

for Granting Employee Equity Around the World

Having a global staff is crucial for growth, but rewarding and retaining them through equity grants can be complicated. Here's how organizations can build flexible equity plans that grow alongside their business when they expand.

In the digital age, assembling the best team means looking beyond your own backyard. In fact, rapid technological changes have led all types of companies to search outside their home countries for talented employees who can support their domestic and international operations.

Competitive cash compensation has always been a main enticement, but companies are increasingly looking to another tool to help them attract top talent and keep staff motivated: equity awards.

        It’s a key strategy to recruit senior people at both large companies and startups, says Victoria Stewart, assistant vice president at Shareworks by Morgan Stanley.  

“Positions that require expertise around big data, the Internet of Things, sophisticated marketing and business strategies or emerging digital skills—these are part of the global talent pool that is in demand,” Stewart adds.

But, offering company stock to employees living in other countries brings its own set of challenges. Each region has a unique set of laws, tax regulations and other potential hurdles that businesses need to be aware of.

New Skills for a New Era of Business

As industries undergo rapid technological transformation, they're looking—often beyond their own borders—for top talent. Here are some of the most in-demand digital skills, according to a survey by LinkedIn.


More businesses are moving their data and core applications to the cloud to empower a geographically dispersed workforce and to support real-time reporting and information-sharing.

Source: LinkedIn: The Skills Companies Need Most in 2019 – And How to Learn Them


The digital marketplace creates—and requires—more data than ever. Artificial intelligence is how companies turn streams of information into actionable insights.


Mobile devices are now central to how we work, shop and communicate, and cutting-edge mobile apps have become essential to a wide range of businesses.


To compete in the online world, a company's digital platforms have to be eye-catching and user-friendly. That's created a strong demand for designers who can anticipate users' needs.


Businesses want to automate more customer service, with chat, bots and similar tools. They're looking to people who can use data to help computers interpret human language.

Learn The Laws

of Different Lands

One major problem for companies is that they can’t rush ahead and offer equity compensation without first considering regional rules, Stewart says.

“There are countries that don’t allow their citizens to own securities of foreign private companies, for example,” she says. “And, some countries only allow ownership of shares of foreign companies after a lengthy approval process.”

That’s not all. Some countries may require employers to prepare a prospectus for any securities they include in a compensation package, which can be a major burden for companies, Stewart notes.

On the tax front, “exporting a tax-advantaged U.S. equity plan abroad may not work well,” Stewart says, “so businesses need to consider all the relevant details.” The requirements of U.S. tax law may conflict with another country’s regulations. In these scenarios, companies often consider a separate plan or sub-plan for foreign employees.

These potential challenges underscore the need for companies to do thorough research when granting equity outside the U.S., notes Howard Lewis, assistant vice president at Shareworks by Morgan Stanley. In some situations, a business may learn that foreign regulations make certain equity programs too costly to offer, he says. That’s where flexibility comes into play.

The requirements of U.S. tax law may conflict with another country's regulations.

Be Flexible

Depending on where it’s offered, each type of employee equity award comes with a unique set of potential advantages or disadvantages. The good news is that many jurisdictions offer a tax-advantaged way to offer equity to employees.

Incentive stock options (ISOs), for example, are a well-known, tax-favored compensation scheme because they offer tax advantages in the U.S., according to Stewart. But, outside the U.S., ISOs in many cases provide no real tax advantages for the employees or employer. On the other hand, local laws outside the U.S. may offer businesses the opportunity to lower their overall tax burden for equity awards by complying with local tax requirements.

For companies with a large number of employees outside of the home country, it can make sense to offer a different type of award, Stewart says. Take, for example, a private company in a country that doesn’t allow citizens to own stock in a foreign private company. It may want to attract talent by offering an equity-like incentive program that pays out a cash equivalent of the value-increase of the underlying equity.

This is another area in which businesses need to perform deep research, Lewis notes. With the right information and partners, it is often possible to offer equity without creating tax or other compliance headaches for the company or its employees.

region region region region region region

An Employee-Equity World Tour

Depending on where your international employees live, offering them equity compensation can require very different approaches. Here are a few places where granting equity compensation requires a creative solution.

Consider the

Tax Consequences

Equity plans are a great way to reward talent, but they carry tax implications that your business needs to be aware of before it grants shares, not after. In each region, the value and desirability of an equity plan will be different than it might be for U.S. employees.

        “Every tax jurisdiction is unique,” Lewis says. “A U.S. equity plan may not translate well into foreign tax law.”  

In some jurisdictions employees may be asked to assume some of the company’s tax burden when accepting equity payment. Additionally in some countries, paying staff with equity can lead to a higher overall tax burden for the employer.

Another key question that businesses need to consider is when their employees will be taxed for being part of the equity plan, Lewis says. Here’s an example that shows why timing is important: For restricted share plans, you need to know if the employee’s home country will tax the shares at the time of the grant. If that’s the case, recipients may have to pay out of pocket for shares before they vest, which can make this type of equity award less appealing to employees. A restricted share award may be a preferable alternative as it is taxed at vesting (and not at grant in most jurisdictions.

Find a Local Guide

So, how do you look at all the countries where you have employees and prospective employees and decide if equity grants make sense for your organization and your people?

Global Intelligence Launch Manager

Start by exploring the Shareworks Global Intelligence Launch Manager. Companies can use it to examine tax and regulatory information related to employee-equity plans in more than 170 countries.

Global Intelligence Database

Next, companies should consider working with a local expert who can help the business translate its equity plan and make sure it adheres to country-specific rules.

Bringing Teams Together

Granting equity to employees in other countries requires coordination between multiple groups in a company. Here's how they can work together. 

Once a company creates the optimal plan, it still has to actually grant the equity, which requires coordination between business units.

You may have to dig deep into your organization,” Lewis says.

Before granting equity to employees in other countries, businesses should make sure that their tax, finance, legal, stock administration and payroll departments are prepared to handle the requirements of each grant. Once the plan is in place, leaders should schedule regular meetings to keep everyone on the same page. Lewis recommends holding check-ins three months before each grant cycle.

Even for large firms, it can be a lot to manage, which is why small and mid-sized companies commonly outsource the related legal, finance and accounting work, Lewis says. Given the complexity of issuing equity awards, companies should still consider engaging a law or accounting firm, to the extent that they do not have in-house expertise. Stewart points to Shareworks’ Tax Mobility solution as a tool that companies can use to administer international equity programs and seamlessly tweak them as business needs and regulatory requirements evolve. Companies can also use the Shareworks Global Intelligence tool to examine tax and regulatory information related to employee-equity plans in more than 170 countries.

Conclusion: The Fine-Tuning That

Wins Global Talent

No matter what business you’re in, success depends on attracting, retaining and motivating the best people. In today’s global marketplace, those talented people could live down the street or on the other end of the globe.

It’s a new world for businesses to navigate, but there are key tools, professionals and support services that can help. Shareworks Global Intelligence software database and a network of law firms around the world can assist companies with offering and managing equity. Providing an equity plan that works for employees as they move from place to place can help you build the right team and grow your business.

Global Talent illustration Global Talent illustration

Morgan Stanley at Work: Helping your company build a culture of ownership.

Shareworks, Shareworks Global Intelligence and all product marks and logos are trademarks of Shareworks. THIS INFORMATION IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s) as Shareworks does not provide legal or tax advice and the information is not tailored to the specific situations of your company or your employees. The information is sourced from third parties, may not be current and is subject to change without notice. Shareworks makes no representations or warranties concerning the accuracy, completeness or timeliness of the information and is not implying an affiliation, sponsorship or endorsement with/of any third parties or views expressed by such parties. Any views expressed in the information are solely those of the third-party source. Shareworks shall have no liability arising out of, or in connection with, the information, including any loss caused by use of, or reliance on, the information. All information made available by Shareworks is subject to the terms of the written agreement entered into between Shareworks and your company.

CRC 3412564 (2/21)
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