If you are an angel investor, a venture capitalist or a private equity investor actively investing in companies that you think could be the next Unicorn or you are a founder or a CFO ready to raise your next round of funding, then this article is for you.

Two of the most common types of share based payments that companies grant to their employees are Employee Stock Option Plans (ESOPs) and Stock Appreciation Rights (SARs).

The circumstances of every organization are unique, whether it is the growth prospects or riskiness of potential growth or availability of cash within the organization...

Purpose of Stock Ownership Plans is to achieve unison between interests of shareholders and employee.

Design and implementation of Employee Stock Option Plans (ESOPs) is more than just creating a scheme document. It is the process of setting the whole framework on how the ESOP Program of your Company will run.

Employee Stock Option Plans (ESOPs) are the NEW AGE compensation tool widely used by Companies to align shareholders’ and employees’ interest.

Employee Stock Option Plans (ESOPs) are the most widely used form of Equity Compensation. More and more companies are adopting equity-based compensation to offer attractive packages and remain relevant.

Employee Stock Option Plans (ESOPs*) have emerged as the NEW AGE compensation tool.

ESOP Pool represents portion of equity reserved by a Company for issuance to employees, directors and where permissible, advisors and consultants as well.

Share-based compensation plans are a valued, beneficial and versatile employee benefit tool for all kinds of organizations, whether they are in the early-stages of development (startups) or are established mid or large sized

ESOPs have traditionally been used by companies to enable employees to participate in the growth journey of the organisation. However, with close to a third of the world population being in complete or partial lockdown and the world economic activity