{"id":30169,"date":"2025-06-12T11:13:52","date_gmt":"2025-06-12T11:13:52","guid":{"rendered":"https:\/\/thelegalcompany.nl\/?p=30169"},"modified":"2026-09-02T16:13:53","modified_gmt":"2026-09-02T16:13:53","slug":"employee-participation-in-cash-or-co-ownership-what-suits-your-business","status":"publish","type":"post","link":"https:\/\/thelegalcompany.nl\/en\/employee-participation-in-cash-or-co-ownership-what-suits-your-business\/","title":{"rendered":"Employee participation in cash or co-ownership \u2013 what suits your business?"},"content":{"rendered":"

In an increasingly competitive labour market, the importance of retaining and motivating key employees at SMEs is only growing. A powerful tool for companies to do this is to let key employees participate financially in the business. Employee participation creates more engagement, strengthens ownership, and can be attractive for both employer and employee. At the same time, it is essential to choose the right form, because there are substantial legal and tax differences between the available options. In this blog we set out the two main categories, with accompanying examples and their legal implications.<\/p>\n

 <\/p>\n

Cash-settled plans.<\/strong><\/h5>\n

Cash-settled plans mean that the employee does not receive shares, but instead receives a monetary reward linked to the company’s performance or the increase in the value of the business. This arrangement is relatively easy to implement and (financially) well manageable for the employer. Well-known variants are bonuses or profit shares. These types of instruments are all taxed as employment income. This article does not go into further detail on that.<\/p>\n

 <\/p>\n

Stock Appreciation Right (SAR).<\/em><\/strong><\/h5>\n

A less traditional form is the so-called Stock Appreciation Right (SAR). Here, the employee does not receive shares, but a claim to an amount linked to the value development of the shares in the private limited company (B.V.). Upon payout, the employee therefore receives a reward in cash. This makes settlement upon departure simpler and prevents dilution of the share capital. At the same time, this does require sufficient liquidity from the business at the time of payment, which can work out unfavourably in times of tight cash flow. Another downside is that the employee does not bear entrepreneurial risk, so the degree of engagement is sometimes lower than with a share participation.<\/p>\n

 <\/p>\n

Phantom shares.<\/em><\/strong><\/h5>\n

Another cash-settled variant is so-called phantom shares. These are virtual shares that, like SARs, also track the value development of shares, but additionally give a virtual right to dividend. Upon sale, or at another predetermined moment, the employee receives a cash reward based on the value of these notional shares and can share annually in the profit. This structure is attractive because no shares or voting rights are transferred and the administrative burden is relatively limited.<\/p>\n

 <\/p>\n

Share-settled plans.<\/strong><\/h5>\n

By contrast, there are share-settled plans, in which the employee actually receives co-ownership, for example through shares or depositary receipts for shares. This makes the employee a co-owner of the company, with all associated rights and obligations. This generally results in a stronger bond, because the employee literally shares in the increase in value of the business. The articles of association of the company wishing to implement share-settled plans usually then need to be amended accordingly. In addition, contractual agreements are made with employees, and the direct and later tax consequences also need to be mapped out.<\/p>\n

 <\/p>\n

Depositary receipts for shares.<\/em><\/strong><\/h5>\n

A popular form is granting depositary receipts for shares held by an Administration Foundation (Stichting Administratiekantoor, “STAK”). The STAK thus holds the legal title to the shares, while the employees, through the issue of the depositary receipts, only acquire the economic interest. This prevents dilution of shareholder control and keeps the shareholder structure clear. That is, in turn, convenient for a future sale or investors. A STAK also makes it possible to divide smaller interests among multiple employees.<\/p>\n

 <\/p>\n

It is important to realise that setting up a STAK involves a considerable number of legal formalities, such as establishing the foundation, finding and appointing directors, drafting administration conditions and the certification deeds. Also, at the time the depositary receipts are granted, a valuation of the shares must take place. That, in turn, is relevant for the tax treatment of the depositary receipts. There are effects in the personal income tax sphere (box 3), in the payroll tax sphere, and in the dividend tax sphere (15%). This therefore also requires financial preparation on the part of the employee.<\/p>\n

 <\/p>\n

Management Equity Plan.<\/strong><\/h5>\n

For employees in a management position, a Management Equity Plan can also be a suitable participation plan. In this model, the management itself invests in the business by purchasing a portion of the shares at a fair commercial value. It can be agreed that the employee remains indebted to the employer for part of the purchase price (currently a maximum of 60 to 70% is permitted for tax purposes) by way of a (subordinated) loan. This loan must be properly structured legally and for tax purposes, and must above all be a genuine commercial loan, of the kind that would also be agreed with external lenders.<\/p>\n

Furthermore, a participation agreement will need to be concluded with the employee, in which shareholder arrangements are made, including offering obligations, drag-along\/tag-along rights, exit arrangements, and non-solicitation and non-compete clauses, among others.<\/p>\n

This setup considerably strengthens the entrepreneurial spirit among management team employees, especially when they bear financial risk and, upon success, receive a distribution of profit after full repayment of the loan for the purchase price.<\/p>\n

The structure is admittedly somewhat more complex from a corporate law and contractual perspective, but in the long term it often provides powerful incentives for growth and engagement among management team members.<\/p>\n

 <\/p>\n

Employee Share Option Plan.<\/em><\/strong><\/h5>\n

Under an Employee Share Option Plan, the employee receives the (option) right to purchase shares within a certain period at a predetermined (exercise) price. Options are often only exercised if the shares have increased significantly in value, allowing the employee to benefit from that growth. These are often a special type of share, usually non-voting shares that only give a right to profit-sharing and appreciation in value upon sale.<\/p>\n

When drafting the option plan, it must be clearly set out how (using which formula) the shares will be valued, and shareholder arrangements are also made that apply upon purchase of the shares, including the consequences of the employee’s departure. These are complex contractual arrangements.<\/p>\n

The option immediately increases employee engagement, and at the moment of exercise the bond becomes even stronger.<\/p>\n

 <\/p>\n

Which plan best suits your business?<\/strong><\/h5>\n

Which form of employee participation is most suitable strongly depends on the objectives, and also the stage (start-up or already mature) of your business. Do you mainly want to hold out financial benefit to employees in the event of growth, or reward them directly without influence on the ownership structure? Then cash-settled plans are often a good choice.<\/p>\n

Is it about attracting and retaining key people, and do you want their interests to structurally align with those of the business? Then a share-settled plan can add more value.<\/p>\n

<\/strong><\/p>\n

Final advice<\/strong><\/h5>\n

So first consider what would benefit the company most, but also what you as owner feel most comfortable with. Then make a choice for a cash-settled plan or a share-settled plan. Then choose the right variant, whichever fits best with the stage, objective and structure of your business. Finally, have a well-considered, legally and tax-wise sound participation plan drawn up to match, because that is essential for successful implementation and achieving the intended effect. It prevents discussions, prevents legal and tax surprises, and creates clarity for all parties involved.<\/p>\n

The corporate lawyers at The Legal Company specialise in participation plans and are happy to support you with this. Email or call us at info@thelegalcompany.nl<\/a> or 020 345 0152<\/strong>.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

In an increasingly competitive labour market, the importance of retaining and motivating key employees at SMEs is only growing. A powerful tool for companies to do this is to let key employees participate financially in the business. Employee participation creates more engagement, strengthens ownership, and can be attractive for both employer and employee. At the […]<\/p>\n","protected":false},"author":2,"featured_media":24810,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","iawp_total_views":1,"footnotes":"","_et_pb_custom_css":""},"categories":[32],"tags":[],"class_list":["post-30169","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ondernemingsrecht"],"acf":[],"_et_pb_custom_css":"","yoast_head":"\nEmployee participation in cash or co-ownership \u2013 what suits your business? - The Legal Company<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thelegalcompany.nl\/en\/employee-participation-in-cash-or-co-ownership-what-suits-your-business\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employee participation in cash or co-ownership \u2013 what suits your business? - The Legal Company\" \/>\n<meta property=\"og:description\" content=\"In an increasingly competitive labour market, the importance of retaining and motivating key employees at SMEs is only growing. 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