Employee Share Option Schemes: A Strategic Tool for Talent Retention in CEE
Employee Share Option Schemes: A Strategic Tool for Talent Retention in CEE
In the fast-moving and competitive business landscape, companies looking to attract and retain top-performing talent are increasingly turning to long-term incentive mechanisms. One of the most effective and flexible tools in this regard is the employee share option scheme, a model that not only rewards employees but also strengthens their alignment with the company’s long-term objectives.
What Is an Employee Share Option Scheme?
An employee share option scheme is a structured incentive plan that gives selected employees the right to acquire shares in the company, typically after a defined vesting period and under specific conditions. These shares can be offered at a predetermined price or no cost, depending on the structure. If the company grows in value, the employee benefits from the capital appreciation—a win-win outcome that closely ties employee success to company performance.
Flexible Design with Long-Term Benefits
The strength of a share option scheme lies in its flexibility. It can be tailored to target key individuals and broader employee groups or implemented company-wide. Employers may link the vesting of options to performance indicators, loyalty, or milestones, ensuring that incentives are aligned with strategic priorities.
Such schemes are especially useful for merger- and acquisition-driven businesses (M&A-driven businesses). They can play a crucial role in retaining leadership and core teams through transitional periods while increasing the company’s overall attractiveness to investors or buyers.
Tax Efficiency
In many CEE countries, employee share options also come with favourable tax treatment compared to standard salary or bonuses. Where applicable, companies and employees can benefit from deferred taxation or exemptions, subject to specific national rules.
For example, certain jurisdictions offer income tax and social security exemptions if the options are held over a set period. However, each country’s approach to taxation, reporting, and compliance differs, making it vital to understand the relevant rules and requirements before implementation.
Structuring Options Without Dilution
Companies concerned about ownership dilution can explore alternatives like phantom shares — bonus schemes that track the value of real shares but are settled in cash. These offer similar incentive effects without transferring equity, making them ideal for privately held or investor-sensitive businesses.
Compliance and Local Nuances Matter
While the benefits are clear, legal and tax compliance cannot be overlooked. Share option schemes are subject to national regulations, and failing to align with local rules can lead to significant legal and financial exposure.
Below is a snapshot of how employee share options are currently treated in select CEE countries:
Lithuania
Legal framework: Currently, there is no comprehensive regulatory framework specifically addressing employee share option schemes in Lithuania.
Taxation: Generally taxed as salary. However, the option agreement may offer personal income tax relief, provided that:
- The option agreement was signed after 1 February 2020 and has a minimum exercise period of 3 years. If shares are acquired earlier, the benefit is treated as employment income and taxed accordingly, including health insurance and social security contributions.
- The exemption applies only if the benefit consists of shares in the employer or a related entity.
- The option must be granted by the same party with whom the employee signed the agreement. If the grantor changes, the tax exemption is lost or the 3-year period resets.
- Capital gains: Subject to personal income tax upon sale of shares.
- Fair market value: This is not explicitly defined by law. In practice, valuation must reflect reasonable market conditions and is generally accepted unless challenged by the tax authority.
Employee stock option programmes (ESOPs) in Central Europe: where is it most profitable to implement one?
ESOPs are becoming increasingly common in Central European companies, particularly among start-ups and international groups. While none of the countries in the region has introduced a uniform legal act to regulate ESOPs yet, the practical solutions differ significantly in terms of tax attractiveness and the timing of taxation.
Poland
In Poland, there is no dedicated law. Income from the acquisition of shares is generally treated as remuneration (12%/32% PIT + ZUS). However, with the right structure, e.g. through subscription warrants in a joint-stock company, it is possible to classify the income as capital gains, which are taxed at a rate of 19% and are exempt from ZUS contributions. The sale of shares is also subject to capital gains tax (19%). Poland’s position is in the middle of the range – favourable solutions are available, but they require careful planning.
Czech Republic
The Czech Republic also has no dedicated law. As a general rule, taxation arises when shares are acquired and is treated as income from employment (up to 23% plus contributions). From 2021, however, start-ups will be able to defer taxation for up to 10 years and shares sold after a minimum of three years may be exempt from tax ( five years in the case of shares in limited liability companies). This makes the Czech Republic one of the most attractive jurisdictions in the region, especially for innovative companies.
Slovakia
Slovakia is the least favourable in the region. Income from employee stock ownership plans (ESOPs) is always treated as remuneration, and subsequent profits are subject to a capital gains tax of between 19% and 25%. The lack of exemptions for long-term investors reduces the appeal of this option.
Hungary
Hungary is the leader of the ranking. Thanks to the introduction of MRP companies (employee shareholding programme companies) in 2015, it is possible to defer taxation until the benefits are actually paid out. This income is then taxed at a rate of 15% as capital, without social security contributions. This makes Hungary the most attractive market for ESOPs in the region.
In Central and Eastern Europe, where the competition for talent is intensifying, employee share option schemes (ESOPs) are emerging as a powerful tool to build loyalty and long-term motivation. They can play a crucial role for companies undergoing expansion, transformation, or M&A, by directly aligning employee interests with strategic business goals. Successful implementation, however, requires careful consideration of local tax and legal specifics. Ecovis experts across the CEE region support businesses in designing, implementing, and coordinating such programmes across borders, ensuring both compliance and maximum business impact.
