Involving employees in the company?
Involving employees in the company?
Involving employees in the company?
Involving employees in the company?
We support you in selecting and implementing the suitable employee participation program!
We support you in selecting and implementing the suitable employee participation program!
We support you in selecting and implementing the suitable employee participation program!
Greeting video
Marco Fehr
Founder of the law firm Fehr Legal
Marco Fehr
Founder of the law firm Fehr Legal
Marco Fehr, founder of the law firm Fehr Legal
Marco Fehr
Founder of the law firm Fehr Legal
Marco Fehr
Founder of the law firm Fehr Legal
Customer profiles
Daniel Svonava
Founder Superlinked (USD 9.5m seed round)
Ex-Google Tech Lead
Consulting Areas:
- Startup Investments
- Startup Participation
- Protection of IP and Data Rights
Mona Ghazi
Founder Neuropreneur Institute
TEDx Speaker & LI Top Voice
Consulting Areas:
- Corporate Structures
- Business Establishment in Switzerland
Flurin Jenal
Founder Struckd (B2B Exit)
Forbes 30 under 30
Consulting Areas:
- Co-Founder Participation
- Shareholder Rights
- Employee Participation
- Financing Rounds
Julia Rennenkampff
Founder of Seabird AG
ETH graduate & psychologist
Consulting Areas:
- Protection of IP Rights
- Employee Participation
Daniel Koss
Startup Founder & Investor
Top Gaming YouTuber (CH)
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Financing Rounds
Andrina Roediger
Owner Schoresch
Professional harpist
Consulting Areas:
- Company Acquisition
- Corporate Financing
- Protection of IP Rights
Dieter Borer
Marketing representative Europapark
Serial Entrepreneur
Consulting Areas:
- Structuring joint ventures (national and international)
- Shareholder rights
- Business planning and control
Vipluv Aga
Founder Solextron AG
PhD in Experimental Fluid Dynamics (ETHZ)
Fields of consultation:
- Shareholder rights
- Employee participation
- Financing rounds
Marvin Sangines
Startup Gründer & Investor
LinkedIn Top Voice
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Startup Investments
Customer profiles
Daniel Svonava
Founder Superlinked (USD 9.5m seed round)
Ex-Google Tech Lead
Consulting Areas:
- Startup Investments
- Startup Participation
- Protection of IP and Data RightsMona Ghazi
Founder Neuropreneur Institute
TEDx Speaker & LI Top Voice
Consulting Areas:
- Corporate Structures
- Business Establishment in SwitzerlandFlurin Jenal
Founder Struckd (B2B Exit)
Forbes 30 under 30
Consulting Areas:
- Co-Founder Participation
- Shareholder Rights
- Employee Participation
- Financing RoundsJulia Rennenkampff
Founder of Seabird AG
ETH graduate & psychologist
Consulting Areas:
- Protection of IP Rights
- Employee ParticipationDaniel Koss
Startup Founder & Investor
Top Gaming YouTuber (CH)
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Financing RoundsAndrina Roediger
Owner Schoresch
Professional harpist
Consulting Areas:
- Company Acquisition
- Corporate Financing
- Protection of IP RightsDieter Borer
Marketing representative Europapark
Serial Entrepreneur
Consulting Areas:
- Structuring joint ventures (national and international)
- Shareholder rights
- Business planning and controlVipluv Aga
Founder Solextron AG
PhD in Experimental Fluid Dynamics (ETHZ)
Fields of consultation:
- Shareholder rights
- Employee participation
- Financing roundsMarvin Sangines
Startup Gründer & Investor
LinkedIn Top Voice
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Startup Investments
Customer profiles
Daniel Svonava
Founder Superlinked (USD 9.5m seed round)
Ex-Google Tech Lead
Consulting Areas:
- Startup Investments
- Startup Participation
- Protection of IP and Data RightsMona Ghazi
Founder Neuropreneur Institute
TEDx Speaker & LI Top Voice
Consulting Areas:
- Corporate Structures
- Business Establishment in SwitzerlandFlurin Jenal
Founder Struckd (B2B Exit)
Forbes 30 under 30
Consulting Areas:
- Co-Founder Participation
- Shareholder Rights
- Employee Participation
- Financing RoundsJulia Rennenkampff
Founder of Seabird AG
ETH graduate & psychologist
Consulting Areas:
- Protection of IP Rights
- Employee ParticipationDaniel Koss
Startup Founder & Investor
Top Gaming YouTuber (CH)
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Financing RoundsAndrina Roediger
Owner Schoresch
Professional harpist
Consulting Areas:
- Company Acquisition
- Corporate Financing
- Protection of IP RightsDieter Borer
Marketing representative Europapark
Serial Entrepreneur
Consulting Areas:
- Structuring joint ventures (national and international)
- Shareholder rights
- Business planning and controlVipluv Aga
Founder Solextron AG
PhD in Experimental Fluid Dynamics (ETHZ)
Fields of consultation:
- Shareholder rights
- Employee participation
- Financing roundsMarvin Sangines
Startup Gründer & Investor
LinkedIn Top Voice
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Startup Investments
Customer profiles
Daniel Svonava
Founder Superlinked (USD 9.5m seed round)
Ex-Google Tech Lead
Consulting Areas:
- Startup Investments
- Startup Participation
- Protection of IP and Data RightsMona Ghazi
Founder Neuropreneur Institute
TEDx Speaker & LI Top Voice
Consulting Areas:
- Corporate Structures
- Business Establishment in SwitzerlandFlurin Jenal
Founder Struckd (B2B Exit)
Forbes 30 under 30
Consulting Areas:
- Co-Founder Participation
- Shareholder Rights
- Employee Participation
- Financing RoundsJulia Rennenkampff
Founder of Seabird AG
ETH graduate & psychologist
Consulting Areas:
- Protection of IP Rights
- Employee ParticipationDaniel Koss
Startup Founder & Investor
Top Gaming YouTuber (CH)
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Financing RoundsAndrina Roediger
Owner Schoresch
Professional harpist
Consulting Areas:
- Company Acquisition
- Corporate Financing
- Protection of IP RightsDieter Borer
Marketing representative Europapark
Serial Entrepreneur
Consulting Areas:
- Structuring joint ventures (national and international)
- Shareholder rights
- Business planning and controlVipluv Aga
Founder Solextron AG
PhD in Experimental Fluid Dynamics (ETHZ)
Fields of consultation:
- Shareholder rights
- Employee participation
- Financing roundsMarvin Sangines
Startup Gründer & Investor
LinkedIn Top Voice
Consulting Areas:
- Corporate Structures
- Shareholder Rights
- Employee Participation
- Startup Investments
Benefits Overview
Employee Recruitment
Employee Recruitment
Employee Recruitment
Employee Recruitment
Competitiveness
Despite lower base salaries, attractive and competitive compensation packages can be offered to employees.
Improved Corporate Culture
Employee participation attracts dedicated staff who want to actively contribute to the development and success of the company.
Employee Retention
Employee Retention
Employee Retention
Employee Retention
Owner Mentality
Employees develop a deeper sense of responsibility and stronger commitment through participation.
Reward Loyalty
Participation plans create strong incentives for employees to perform well and stay with the company in the long term.
Stable Employment Relationships
Participation structures can have a positive impact on employee turnover.
Increase Success Chances
Increase Success Chances
Increase Success Chances
Increase Success Chances
Reduce Financial Risk
Startups can alleviate financial constraints through equity programs by partially replacing salaries with company shares. This reduces the pressure on liquidity and mitigates the risk of failure due to lack of financial resources.
Common Success Goals
Employee equity creates a win-win situation where both the company and the employees work towards the same goal - company growth.
Share Financial Success With Your Team
Share Financial Success With Your Team
Share Financial Success With Your Team
Share Financial Success With Your Team
Show Appreciation
Enable your team to participate in the jointly created value creation.
Recognitive Compensation
Founders can properly reward their employees for their hard work and contribution to shared success with participation programs.
Types of Share Plans
Share Plan
With a Share Plan, employees receive the opportunity to purchase shares of the company at a discounted price or to receive them as part of their compensation package.
Main features
Ownership - Employees instantly become shareholders and thus receive the associated shareholder rights (e.g., voting rights).
Buyback rights - Employee shares are often combined with buyback rights by the company, should employees leave the company early.
Tax consideration - The taxation of shareholdings is structured differently - possibly more favorably - than the taxation of stock options and phantom shares.
Stock Option Plan (ESOP)
As part of Employee Stock Option Plans (ESOP), employees are given the option to purchase shares after a certain period at a predetermined price.
Main features
Option rights - Employees receive options to purchase shares, becoming shareholders only at a later time.
Vesting - Options generally have to be "earned" over a period of three to four years (so-called time-based vesting).
Voluntary Exercise - Employees can freely decide whether to exercise their options and purchase shares at the exercise price. They will usually exercise this right when the exercise price is below the market price of the holdings.
phantom share plan (PSOP)
With a phantom stock plan (PSOP), employees are involved in the success without real shares being issued. Instead, cash payments are made based on the performance of the shares.
Main features
No shareholder status - Phantom shares entitle participation in the financial success of the company. In contrast, there is no right to shareholder status.
Cash withdrawal - At the time of exercise, employees receive a payout that corresponds to their phantom share ratio. The taxation is comparable to that of a bonus payout.
Simple administration - PSOPs are easier to manage as no stock transfers take place.
Overview of the differences
Share Plan
Stock option plan
Phantom Stock Plan
Type of Participation
Shares
Shares
Shares
Stock Option
Stock Option
Stock Option
Cash Consideration
Cash Consideration
Cash Consideration
Shareholder Position
After exercising the option.
After exercising the option.
After exercising the option.
Voting Rights
After exercising the option.
After exercising the option.
After exercising the option.
Dividend Rights
After exercising the option.
After exercising the option.
After exercising the option.
Taxation
In case of share transfer and possibly share sale.
In case of share transfer and possibly share sale.
In case of share transfer and possibly share sale.
When exercising the option and, potentially, selling shares.
When exercising the option and, potentially, selling shares.
When exercising the option and, potentially, selling shares.
At payout.
At payout.
At payout.
Setup & Administrative Complexity
High
High
High
Medium
Medium
Medium
Low
Low
Low
Our Packages
We support you in selecting the right participation program for your team and, if desired, also in related tax clarifications.
Stock plan, ESOP or PSOP
CHF 3,000
Includes:
Recording of the facts in a personal conversation
In-depth analysis of the starting position (company goals, purpose of the participation program, and shareholder constellation)
Joint selection of the appropriate participation program
Contract drafting with up to two feedback rounds
One-pager with the most important contractual contents.
Stock plan, ESOP or PSOP
CHF 3,000
Includes:
Recording of the facts in a personal conversation
In-depth analysis of the starting position (company goals, purpose of the participation program, and shareholder constellation)
Joint selection of the appropriate participation program
Contract drafting with up to two feedback rounds
One-pager with the most important contractual contents.
Stock plan, ESOP or PSOP
CHF 3,000
Includes:
Recording of the facts in a personal conversation
In-depth analysis of the starting position (company goals, purpose of the participation program, and shareholder constellation)
Joint selection of the appropriate participation program
Contract drafting with up to two feedback rounds
One-pager with the most important contractual contents.
Stock plan, ESOP or PSOP
CHF 3,000
Includes:
Recording of the facts in a personal conversation
In-depth analysis of the starting position (company goals, purpose of the participation program, and shareholder constellation)
Joint selection of the appropriate participation program
Contract drafting with up to two feedback rounds
One-pager with the most important contractual contents.
Complete package including tax clarifications
CHF 6,000
Contains:
Everything from the standard package
Legal assessment of the potential tax implications for the team and the company
Joint selection of the optimal participation program
Tax ruling at the competent tax authority
Comprehensive solution
Complete package including tax clarifications
CHF 6,000
Contains:
Everything from the standard package
Legal assessment of the potential tax implications for the team and the company
Joint selection of the optimal participation program
Tax ruling at the competent tax authority
Comprehensive solution
Complete package including tax clarifications
CHF 6,000
Contains:
Everything from the standard package
Legal assessment of the potential tax implications for the team and the company
Joint selection of the optimal participation program
Tax ruling at the competent tax authority
Comprehensive solution
Complete package including tax clarifications
CHF 6,000
Contains:
Everything from the standard package
Legal assessment of the potential tax implications for the team and the company
Joint selection of the optimal participation program
Tax ruling at the competent tax authority
Comprehensive solution
Our assurances
Your satisfaction is important to us. That is why we make the following assurances to you:
Your satisfaction is important to us. That is why we make the following assurances to you:
Legal Utility Check: After the facts have been collected, it is checked whether the selected legal product fits your case. If not, we will contact you and refund the purchase price in full.
Loss-Win Guarantee: If you are not satisfied with the work result, we will refund the purchase price in full.
Next steps?
Step 1
Select and pay for the package (see above).
Step 2
We will contact you to gather the details.
Step 3
Conducting the suitability assessment based on the facts.
Step 4 (Optional)
Development of your participation program and, if applicable, tax clarifications.
Step 5
Meeting and implementation.
Not sure?
If you are unsure whether we can assist you or which package is suitable for your case, we would be happy to advise you in direct contact.
Not sure?
If you are unsure whether we can assist you or which package is suitable for your case, we would be happy to advise you in direct contact.
Not sure?
If you are unsure whether we can assist you or which package is suitable for your case, we would be happy to advise you in direct contact.
Not sure?
If you are unsure whether we can assist you or which package is suitable for your case, we would be happy to advise you in direct contact.
Frequently Asked Questions (FAQ)
Which participation plan is the best for my company?
The ideal participation plan depends on the goals, structure, and financial strategy of your company. Stock plans promote your employees' connection to the company. Employee Stock Ownership Plans (ESOP) combine the benefits of (future) shareholder status with the flexibility of options. Phantom stock plans enable employees to financially participate in the company's success without granting shareholder rights.
Which participation plan is the best for my company?
The ideal participation plan depends on the goals, structure, and financial strategy of your company. Stock plans promote your employees' connection to the company. Employee Stock Ownership Plans (ESOP) combine the benefits of (future) shareholder status with the flexibility of options. Phantom stock plans enable employees to financially participate in the company's success without granting shareholder rights.
Which participation plan is the best for my company?
The ideal participation plan depends on the goals, structure, and financial strategy of your company. Stock plans promote your employees' connection to the company. Employee Stock Ownership Plans (ESOP) combine the benefits of (future) shareholder status with the flexibility of options. Phantom stock plans enable employees to financially participate in the company's success without granting shareholder rights.
Which participation plan is the best for my company?
The ideal participation plan depends on the goals, structure, and financial strategy of your company. Stock plans promote your employees' connection to the company. Employee Stock Ownership Plans (ESOP) combine the benefits of (future) shareholder status with the flexibility of options. Phantom stock plans enable employees to financially participate in the company's success without granting shareholder rights.
Which plan is used most often?
In Switzerland, stock option plans (ESOP) are often used. However, stock and phantom stock plans also offer various advantages that may provide a more suitable solution in individual cases.
Which plan is used most often?
In Switzerland, stock option plans (ESOP) are often used. However, stock and phantom stock plans also offer various advantages that may provide a more suitable solution in individual cases.
Which plan is used most often?
In Switzerland, stock option plans (ESOP) are often used. However, stock and phantom stock plans also offer various advantages that may provide a more suitable solution in individual cases.
Which plan is used most often?
In Switzerland, stock option plans (ESOP) are often used. However, stock and phantom stock plans also offer various advantages that may provide a more suitable solution in individual cases.
How do we personalize your employee participation plan?
We adapt your plan to the individual needs of your company. We do this by considering factors such as company size, business sector, growth strategy, and long-term objectives. Furthermore, we also examine contractual and tax legal frameworks.
How do we personalize your employee participation plan?
We adapt your plan to the individual needs of your company. We do this by considering factors such as company size, business sector, growth strategy, and long-term objectives. Furthermore, we also examine contractual and tax legal frameworks.
How do we personalize your employee participation plan?
We adapt your plan to the individual needs of your company. We do this by considering factors such as company size, business sector, growth strategy, and long-term objectives. Furthermore, we also examine contractual and tax legal frameworks.
How do we personalize your employee participation plan?
We adapt your plan to the individual needs of your company. We do this by considering factors such as company size, business sector, growth strategy, and long-term objectives. Furthermore, we also examine contractual and tax legal frameworks.
How do participation plans help attract and retain employees?
Employee participation plans not only provide financial incentives but also strengthen the sense of belonging and commitment. Employees who are involved with the company are more motivated to contribute to the long-term success of the business. At the same time, such plans enable the design of attractive salary packages despite lower wages.
How do participation plans help attract and retain employees?
Employee participation plans not only provide financial incentives but also strengthen the sense of belonging and commitment. Employees who are involved with the company are more motivated to contribute to the long-term success of the business. At the same time, such plans enable the design of attractive salary packages despite lower wages.
How do participation plans help attract and retain employees?
Employee participation plans not only provide financial incentives but also strengthen the sense of belonging and commitment. Employees who are involved with the company are more motivated to contribute to the long-term success of the business. At the same time, such plans enable the design of attractive salary packages despite lower wages.
How do participation plans help attract and retain employees?
Employee participation plans not only provide financial incentives but also strengthen the sense of belonging and commitment. Employees who are involved with the company are more motivated to contribute to the long-term success of the business. At the same time, such plans enable the design of attractive salary packages despite lower wages.
What administrative complexities are associated with such plans?
Managing participation plans can be complex. This includes establishing the legal framework, complying with tax regulations, and documenting allocation agreements. Our law firm supports you in simplifying these processes and ensuring that all legal and administrative requirements are met.
What administrative complexities are associated with such plans?
Managing participation plans can be complex. This includes establishing the legal framework, complying with tax regulations, and documenting allocation agreements. Our law firm supports you in simplifying these processes and ensuring that all legal and administrative requirements are met.
What administrative complexities are associated with such plans?
Managing participation plans can be complex. This includes establishing the legal framework, complying with tax regulations, and documenting allocation agreements. Our law firm supports you in simplifying these processes and ensuring that all legal and administrative requirements are met.
What administrative complexities are associated with such plans?
Managing participation plans can be complex. This includes establishing the legal framework, complying with tax regulations, and documenting allocation agreements. Our law firm supports you in simplifying these processes and ensuring that all legal and administrative requirements are met.
Can only employees receive shares?
Not necessarily. A participation plan can also be designed in such a way that consultants, board members, and other involved parties can participate in the company.
Can only employees receive shares?
Not necessarily. A participation plan can also be designed in such a way that consultants, board members, and other involved parties can participate in the company.
Can only employees receive shares?
Not necessarily. A participation plan can also be designed in such a way that consultants, board members, and other involved parties can participate in the company.
Can only employees receive shares?
Not necessarily. A participation plan can also be designed in such a way that consultants, board members, and other involved parties can participate in the company.
Can employees sell their shares or options?
In most participation plans, the sale of shares or options is only permitted under special circumstances. Employees are often also bound by so-called vesting periods during which they cannot sell their shares.
Can employees sell their shares or options?
In most participation plans, the sale of shares or options is only permitted under special circumstances. Employees are often also bound by so-called vesting periods during which they cannot sell their shares.
Can employees sell their shares or options?
In most participation plans, the sale of shares or options is only permitted under special circumstances. Employees are often also bound by so-called vesting periods during which they cannot sell their shares.
Can employees sell their shares or options?
In most participation plans, the sale of shares or options is only permitted under special circumstances. Employees are often also bound by so-called vesting periods during which they cannot sell their shares.
What are the tax implications of employee participation plans?
The tax treatment of employee participation depends on the specific type of plan, the canton of the company's headquarters, the cantons of residence of the employees, and various other factors. Our experience shows that it is worthwhile to conduct tax clarifications even before the implementation of participation plans.
What are the tax implications of employee participation plans?
The tax treatment of employee participation depends on the specific type of plan, the canton of the company's headquarters, the cantons of residence of the employees, and various other factors. Our experience shows that it is worthwhile to conduct tax clarifications even before the implementation of participation plans.
What are the tax implications of employee participation plans?
The tax treatment of employee participation depends on the specific type of plan, the canton of the company's headquarters, the cantons of residence of the employees, and various other factors. Our experience shows that it is worthwhile to conduct tax clarifications even before the implementation of participation plans.
What are the tax implications of employee participation plans?
The tax treatment of employee participation depends on the specific type of plan, the canton of the company's headquarters, the cantons of residence of the employees, and various other factors. Our experience shows that it is worthwhile to conduct tax clarifications even before the implementation of participation plans.