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In India, there is no uniformity as to the type of ESOP plan or scheme. There is also no set criterion whether ESOPs will be awarded on sweat equity basis or for-cash basis. Usually, companies in India adopt the route of directly implementing stock option plan or they implement through ESOP trusts. Normally, the vesting period in India for a company ranges from 4-6 years and the grants are made on a yearly basis. In the following discussion, attempt has been made to identify different Types of ESOPs that the companies in India adopt.
Following are the different types of ESOPs that have been adopted by Indian companies:
From the above discussion it can be concluded that ESOP schemes are indeed a great means of retaining, incentivising and keeping the employees motivated. But before offering such scheme to the employees, it is imperative on part of the company’s management to weigh the pros and cons of having such scheme for the company. Some of the plans require direct participation of the employees in equity of the employees without requiring an outlay of cash whereas other schemes require liquidity in the form of direct cash outflow from the company with no participation in equity to the employees. Therefore, interests of all the concerned stakeholders should be weighed in against all the types of ESOPs before deciding which of the schemes is best suited according to the needs of the organisation.
Read Our Article:Procedure to Issue Shares through ESOP (Employees Stock Option Plan)
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