Establish bespoke employee incentives structures and pension plans in your jurisdiction of choice

Providing benefits for globally mobile employees can be challenging, as local laws and financial regulations differ greatly from one jurisdiction to the next.

With our singular multi-jurisdictional approach and global reach, we offer a range of adaptable and efficient corporate international pension solutions that can be transferred between companies and countries of operation.

Our structures include standardised packages, bespoke schemes that can be tailored to specific needs and hybrid structures that support the complexity of international HR objectives.

EBTs can hold a range of assets including cash, shares, options and other securities and instruments, or a combination thereof. They form a key part of the framework supporting employee incentive plans, from MIPs and joint share ownership plans to long-term incentive plans, performance share plans and deferred bonus plans. The EBT functions as a holding vehicle for assets that benefit the relevant beneficiary class.

EBTs are multi-functional. They can be used as a share warehousing vehicle or share hedging solution, or to provide an internal market for private company shares by enabling the purchase and sale of shares to employees. EBT trustees can act as nominees for beneficiaries and plan participants, further simplifying the administration of your MIPs. 

Share plans and MIPs are a fundamental part of a competitive remuneration package and a great tool to attract, retain, motivate, reward and incentivise employees who meet certain conditions. They enable the linking of employee goals to those of the wider business, aligning employees with shareholders and increasing engagement.

We support you with the administration of a range of share plans. The type of plan you choose will depend on what you want to achieve and its primary purpose. Share plans and MIPs can operate through holding vehicles which our team of experts can help you establish.

Whether you’re a private equity firm or a portfolio company, our customised management incentive plan solution helps you streamline the administration of your plan throughout its life, particularly during exit events.

User-friendly technology provides 24/7 access and improves participant experience by storing all relevant information and documents in one place. Our dedicated team provides full administration support, reducing paperwork and improving communication so you can concentrate on core business operations.

For portfolio companies, the platform provides a plan overview and centralised document repository and can generate comprehensive reports at the touch of a button. Contact us to request an online demonstration of our platform's capabilities. 

The ADGM in the UAE is self-governing with its own administrative, fiscal and legal systems. Its strong regulatory framework, based on English legal principles, has three independent authorities recognised by the World Bank and IMF, helping to promote market value and investor confidence.

In addition to EBTs and other employee incentive plans, we offer end-of-service gratuity trusts and workplace savings schemes. These are ideal for companies needing a funded, transparent, secure and segregated arrangement to provide a lump sum at the end of service. Our workplace savings scheme allows employees to save through salary deduction and can be managed by individuals through their own dedicated online platform. Our master trust structure provides employers with a more flexible solution than official schemes in the Gulf states.

The stable and fully convertible currency, zero exchange controls, low tax rates and simple tax structure make it a favourable environment in which to do business. Regulations are aligned with international standards and allow the free flow of capital and information. As the second-largest private equity centre in Asia, Hong Kong manages roughly 20% of the region’s total capital pool.

Hong Kong is a popular location to establish employee benefit trusts, particularly for organisations in the People’s Republic of China (PRC) that are planning a stock market flotation (IPO). Trustee licensees must comply with strict anti-money laundering and terrorist financing laws.

As a British crown dependency, it is independent and self-governing with its own fiscal and legal systems and a directly elected legislature.

The strong regulatory framework based on English legal principles is recognised by the World Bank and the IMF. The island has received the highest possible rating for tax transparency from the OECD and its financial authorities actively attract high-quality business.

In addition to setting up EBTs in Jersey, we establish and manage Jersey International Savings Plans (JISPs). These can be deployed alongside existing pensions, share schemes and other incentive plans to create customised hybrid schemes. For employers in unstable sectors or high-risk locations, JISPs can protect employee benefits from creditors, insolvency and political risk.

Singapore consistently ranks among the least complex jurisdictions for doing business in TMF Group’s Global Business Complexity Index (GBCI).

As a global financial hub with a strong presence of banks, assets management firms and investment funds, Singapore offers a transparent and corruption-free environment for investors and a secure framework for establishing employee benefit trusts.

Employers can benefit from deep capital markets and a robust regulatory framework. Singapore's clear legal regulations, low corporate tax rate and tax exemptions on certain types of trusts provide a safe and cost-effective jurisdiction in which to operate EBTs.

In recent years, Argentina has emerged as an attractive destination for investors. Despite the complexities of its business environment, the country offers relatively low labour and operational costs, while rich natural resources and fertile agricultural land offer many opportunities for internationally expanding organisations. 

The country has a well-established legal and regulatory framework that provides a secure foundation for employee incentive plans. It is also one of the few countries that grants the full scope of employee rights to all employees, regardless of contract type.