Let’s be honest, spreadsheets just aren’t cut out for managing equity plans. As your company grows, things get complicated fast: more employees, more countries, tighter compliance rules. Suddenly, mistakes creep in, missed vesting dates, settlement deadlines slipping by, and those frustrating audit trails you end up scrambling to assemble at
Handling employee equity plans across payroll, tax, accounting, and participant systems can be cumbersome without solid integrations. Share plan administration software reaches its full potential when it links directly with the HR and finance tools your teams rely on, streamlining events like vesting, settlement instructions, IFRS 2 journal entries, and
Three changes, two very different employee outcomes, and one big unresolved question for startups. The Australian Government has announced the most significant overhaul of capital gains tax (CGT) since 1999. From 1 July 2027, the government will remove the 50% CGT discount and introduce CPI-linked cost-base indexation. The reforms will
When the auditors walk in, your good intentions won’t cut it, they want proof. Every grant, every vesting event, every exercise and forfeiture must be traceable, timestamped, and reconcilable to the cent. Here are the nine reports your share plan administration software must produce on demand, and exactly what each
Share plan reporting has three distinct audiences: RemCo requires strategic oversight of scheme costs and dilution; Finance requires audit-ready expense workings under IFRS 2 or ASC 718; and HR requires operational visibility over vesting and leaver events. Misalignment between these functions is usually a data problem, not a competence problem.
Valuations are one of those areas where the process often matters as much as the number. A technically defensible figure that arrives three weeks late, costs more than budgeted, and comes with a PDF that your auditors cannot work with is not a good outcome, even if the methodology was
