Jonathan Fletcher Rogers
Jonathan is the head of Addleshaw Goddard's Employee Incentives and Remuneration practice, and advises UK and multinational clients on the design and implementation of share and cash-based employee incentive plans. He also advises quoted companies on corporate governance and disclosure issues in relation to remuneration. Jonathan is a regular speaker at conferences on executive remuneration and share plans more generally and has been recognised as a leading individual in employee incentives in Chambers and Partners.
Practice Areas
Panels
- Consulting Editorial Board
- Contributing Author
21 Contributions by Jonathan Fletcher Rogers
CHECKLISTS
Share Incentive Plans (SIPs): UK lawyers’ checklist on implementation, eligibility, award structures, trustees, valuations and HMRC compliance (ITEPA 2003)
A share incentive plan (SIP) enables employees to obtain shares in their employer, or a parent company of the employer, in a tax‑efficient manner, under a statutory scheme.
The legislative framework for SIPs is found primarily in the following provisions:
Schedule 2 to the Income Tax (Earnings and Pensions) Act 2003 (ITEPA 2003), which describes how a SIP can be run and the principal conditions that must be met for the SIP to be a ‘Schedule 2 SIP’;
ITEPA 2003, Pt 6 Ch 7 (ITEPA 2003, ss 488–515), which sets out the income tax treatment of shares obtained under a SIP.
For more general background and context on SIPs, see Practice Note: What is a SIP? Set out below is a checklist of the key matters to consider before establishing or operating a SIP. It proceeds on the basis that the SIP Trust Deed and Rules comply with ITEPA 2003, Sch 2. See Precedents: SIP rules and SIP trust deed.
Preliminary considerations
Is a SIP the most appropriate plan? See Practice Note: When is a SIP appropriate?
Who is going to be the trustee of the SIP Trust?...
Share Incentives
If you expected to see yourself on this page, click here.
