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Enterprise Management Incentives (EMI) schemes are the UK's most tax-advantaged share option scheme, designed to help smaller companies attract and retain key talent. An EMI scheme enables qualifying companies to grant share options to eligible employees with significant tax advantages.
Employees can acquire shares in the company at a fixed price, potentially realising substantial gains when they eventually sell their shares. Employees like the flexibility to defer investment until exercise, reducing initial financial commitment and with no obligation to exercise options if the company is not doing well.
An EMI scheme can be tailored to meet specific business objectives through various design features, vesting schedules, and performance conditions.
The company identifies employees they want to incentivise and determines how many share options to grant them. The current market value of the shares is determined, which must be agreed with HMRC through a formal valuation.
The company then creates option agreements outlining when and how employees can exercise their options to buy shares at this fixed price. Once HMRC approves, the company registers the scheme and notifies HMRC within 92 days of granting the options.
Employees can then exercise their options according to the agreement terms - typically after a certain time period or when specific company goals are met. When exercised, they buy shares at the price set when the options were granted, regardless of current market value.
The employees can later sell these shares, with any profit being subject to Capital Gains Tax rather than higher Income Tax rates.
Growth phase companies - with a clear path to value appreciation and potential exit within 3-5 years
Competitive sectors - industries where talent acquisition and retention are challenging due to salary competition
Capital constraints - businesses needing to conserve cash while offering competitive packages
Pre-exit planning - companies preparing for sale or IPO within a defined timeframe
Team building - organisations looking to build long-term committed management teams
There are 2 aspects - the company must meet eligibility requirements and so must an employee to qualify for the tax advantages.
Company Requirements
Independent status - not controlled by another company, which creates complications with parent-subsidiary relationships and joint venture arrangements.
Gross asset limit - must not exceed £30 million, calculated according to HMRC's specific valuation rules including intangible assets.
Employee count - must have fewer than 250 full-time employees across all group companies, with part-time employees counted proportionately.
Trading company - must carry out a qualifying trade, excluding specific excluded activities such as banking, farming, property development, legal services, and shipbuilding.
Substantive permanent presence in the UK - not just a registered office.
Employee Requirements
Minimum hours or percentage of work time - at least 25 hours per week or 75% of working time for the company, with detailed records maintained to evidence compliance
Shareholding restrictions - not more than 30% of the company's shares, including shares held by associates and connected persons
Option limits - individual employee options limited to £250,000 within a 3-year period, with careful monitoring of grant dates and values
Employment status - must be an employee with a formal employment contract, excluding non-executive directors and consultants
Tax residence - no specific requirements, but tax implications vary for internationally mobile employees
Typical provisions included by employers include :-
vesting provisions - company can choose any vesting schedule that suits business needs - monthly, annual, cliff vesting. Can include acceleration provisions for good performance
performance conditions - free to include any measurable business or personal targets for exercise. Can be adjusted for market conditions with board discretion
exercise periods - can set any exercise window up to 10 years that aligns with business goals. Usually includes early exercise triggers for certain events
leaver provisions - can create any good/bad leaver definitions and consequences that support retention. Often includes board discretion to modify treatment
share rights - must be ordinary shares, can include standard shareholder protections and restrictions. Usually includes pre-emption rights and transfer restrictions.
corporate events - beyond minimum 40-day rule, can add provisions for any type of transaction. Often includes specific terms for IPO or asset sales.
Tax efficiency - corporation tax relief on option gains, potentially saving 19% or more on the value of option gains
NIC savings - no employer's National Insurance contributions on option gains, saving 13.8% on the value of benefits
Tax-efficient growth participation - for employees, no income tax or National Insurance on grant or exercise of market value options
Favourable CGT treatment - for employees, potential 10% tax rate on sale with Business Asset Disposal Relief, compared to standard rates of up to 20%
Our share schemes team has implemented numerous successful EMI schemes across many sectors. We combine technical expertise with commercial awareness to deliver practical, effective solutions tailored to your business needs. With extensive experience in scheme design and implementation, we can help navigate the complexities while maximising the benefits for both company and employees.
Contact our specialist EMI team to arrange an initial consultation. We'll assess your eligibility, discuss your objectives, and provide a clear proposal for implementing your EMI scheme.
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