We asked Jonathan Watts-Lay, Director, WEALTH at work, to tell us why workplaces may want to consider offering share plans for employees, the different types available and what they need to be aware of.
He comments; “To encourage employees to save more, many companies offer share plans, one of the most popular being Save as You Earn (SAYE). Employees are invited to save between £5 and £500 per month over a three or five-year period, at the end of which they can then use the savings to buy shares in the company at a fixed ‘option price’ set at the start of the plan. Many employers offer a fixed ‘option price’ which is set at a discount of up to 20% to the actual share price at the start of the plan. In essence, there is no investment risk involved for the employee as at the end of the period, if the share price has fallen below the ‘option price’, the employee can take every penny of their savings back but if the price has risen the employee can acquire the shares at the lower fixed price.
SAYE plans also allow employees to have up to a 12-month payment holiday. Originally designed with maternity leave in mind, anyone can use this in order to suspend their contributions temporarily, whilst not losing the right to exercise their share option.
The Share Incentive Plan (SIP) is another popular all employee share plan enabling employees to purchase shares by making monthly contributions of between £10 and £150 from pre-tax salary. Employers may also provide matching shares so that the employee can receive up to two additional shares for each share purchased. Some companies will also use the SIP to gift ‘free shares’ of up to £3,600 in any tax year to employees.
Both SAYE and SIP have attractive tax benefits. With SAYE, any gain realised when selling the shares bought through the plan is free from income tax, but is instead chargeable to Capital Gains Tax (CGT) Gains chargeable to CGT are exempt up to the annual exempt amount, and any gains above this level are taxed at a maximum rate of 20%. With the SIP there is the National Insurance contribution and income tax saving, as a result of making contributions from pre-tax income. Any gain on shares held in a SIP are also free from income tax as long as they are held in the plan for at least 5 years. And tax efficiency can be maximised by linking shares coming out of either plan to an ISA, which can mitigate a participant’s capital gains tax liability. By linking a SIP to a Self-Invested Personal Pension (SIPP), employees can ‘supercharge’ pension savings by effectively benefiting from double tax relief.