From simple benefit plans through to full equity ownership — three complementary services that you can deploy on their own or as a single, staged engagement strategy.
Non-salary perks and benefits that make your business a genuinely attractive place to work — tailored to what your team actually values, not generic off-the-shelf offerings.
A structured, performance-linked bonus system that ties individual and team outcomes to real business results — far more effective than ad-hoc end-of-year bonuses that breed expectation, not performance.
Your team earns a genuine stake in your business — through profit share, equity ownership, or both. Fully custom-designed, legally structured, and managed with absolute care. The deepest form of alignment.
Employee Share Plans are highly configurable. Here are the key dimensions we work through with you during the design phase.
Hold shares directly or via an Employee Group Trust. The Trust model is most common — it protects business confidentiality while still giving employees a real stake.
Profit share rewards employees annually; equity gives them a growing stake in the business’s capital value. Both can be combined in a hybrid model.
Run different classes within one plan — a senior class with equity and strategic involvement, and a general class with profit share only.
Unlike ATO-governed schemes that must be offered to an entire class, our custom plans let you selectively invite specific employees — rewarding your key contributors.
Employees can buy in at market value, at a discounted valuation, earn in gradually over time, or receive allocation with no buy-in at all.
Plan rules include clearly defined exit conditions — protecting the business if an employee leaves under poor circumstances or moves to a competitor.
Plans are measured against a balanced scorecard — not just profit. Metrics are tailored to your industry: client retention, defect rates, completion times.
For indirect share plans, performance targets must be met before profits flow through — protecting underlying business value while maintaining strong incentives.
Most plans carry no voting rights for the employee group. Senior plans can include strategic involvement — an important lever in succession planning.
Under ATO Employee Share Scheme guidelines, businesses can provide up to $1,000 of shares per employee per year as a tax-deductible expense. CGT concessions also apply.
Depending on how the plan is structured, there may be reduced payroll tax and WorkCover obligations — income categorised differently to pure employment income.
We design the plan and prepare all documentation. A qualified lawyer then reviews and verifies the arrangement — so you have a plan that’s built right and stands up legally.
No. Most plans use indirect ownership via an Employee Group Trust, which typically carries no voting rights. Employees benefit from the plan without seeing your P&L or making management decisions. Your business stays yours.
Our plans are designed for Australian SMEs, typically with 10 or more employees. Smaller teams of 5–10 often start with an Employee Incentive Plan as a stepping stone toward full share ownership.
An ATO-aligned scheme is one option, and it carries useful tax concessions. But it's a starting point, not the destination — we design custom structures that achieve what you're actually trying to do, whether or not that fits the standard ATO template.
It depends on complexity, but most plans move from initial assessment to a launched, documented plan within a few months. We don't rush it — the assessment and design phases are where the value is created.
We offer ongoing plan management — quarterly reporting, new employee onboarding, compliance and communications. Having a third party manage the plan gives employees confidence that it's real, independent and trustworthy.
Take the two-minute readiness quiz, or book a free call and we’ll point you in the right direction.
