When setting up an ‘employee share scheme’ (ESS), employers often grapple with the tax implications of issuing ESS interests. However, these concerns only arise if there is a ‘discount’ at the time the ESS interest is granted. Working out if there is a discount, and what the extent of the discount is, are therefore two critical threshold questions.
How do you qualify to defer any tax otherwise payable on shares and options acquired under an employee share scheme? When does the deferral come to an end?
In this article, we will discuss some of the critical clauses that are often missing from basic employment documents. We will cover what each critical clause does and why it is important, and the potential consequences of not including the clause in your employment documents.
Our gift to you is our Work Communications Policy, which is designed to be a set of fundamental rules for an SME to adopt internally to ensure that the quality of its communications is regulated. Click on the link to download a copy of the Policy to adopt in your workplace today.
In Australia, there are 3 main types of employment contracts: permanent (full-time or part-time), casual, and fixed term (whether full-time or part-time). This article focuses on fixed term contracts.