{"id":116451,"date":"2024-11-19T00:00:00","date_gmt":"2024-11-19T00:00:00","guid":{"rendered":"https:\/\/gs:8890\/academy\/%d8%a5%d8%af%d8%a7%d8%b1%d8%a9-%d8%a8%d8%b1%d9%86%d8%a7%d9%85%d8%ac-%d8%a7%d9%84%d8%a3%d8%b3%d9%87%d9%85-%d8%a7%d9%84%d8%ae%d8%a7%d8%b5-%d8%a8%d8%a7%d9%84%d9%85%d9%88%d8%b8%d9%81%d9%8a%d9%86-%d9%81\/"},"modified":"2026-03-04T11:31:52","modified_gmt":"2026-03-04T11:31:52","slug":"%d8%a5%d8%af%d8%a7%d8%b1%d8%a9-%d8%a8%d8%b1%d9%86%d8%a7%d9%85%d8%ac-%d8%a7%d9%84%d8%a3%d8%b3%d9%87%d9%85-%d8%a7%d9%84%d8%ae%d8%a7%d8%b5-%d8%a8%d8%a7%d9%84%d9%85%d9%88%d8%b8%d9%81%d9%8a%d9%86-%d9%81","status":"publish","type":"post","link":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/insights\/%d8%a5%d8%af%d8%a7%d8%b1%d8%a9-%d8%a8%d8%b1%d9%86%d8%a7%d9%85%d8%ac-%d8%a7%d9%84%d8%a3%d8%b3%d9%87%d9%85-%d8%a7%d9%84%d8%ae%d8%a7%d8%b5-%d8%a8%d8%a7%d9%84%d9%85%d9%88%d8%b8%d9%81%d9%8a%d9%86-%d9%81\/","title":{"rendered":"\u0625\u062f\u0627\u0631\u0629 \u0628\u0631\u0646\u0627\u0645\u062c \u0627\u0644\u0623\u0633\u0647\u0645 \u0627\u0644\u062e\u0627\u0635 \u0628\u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0641\u064a \u0628\u0644\u062f\u0627\u0646 \u0645\u062a\u0639\u062f\u062f\u0629"},"content":{"rendered":"\n<p>A global stock plan is an employee equity offering that a business can operate across multiple jurisdictions. Global stock plans can offer many benefits to employees and employers, such as:<\/p>\n    <ul  class=\"gs-list-block\">\n                                    <li>allowing the global workforce the opportunity to share in the company\u2019s success.<\/li>\n                            <li>providing employees with financial incentives above and beyond cash-based awards.<\/li>\n                            <li>helping employees to create a strong sense of loyalty and connection to the company.<\/li>\n                            <li>offering customization to meet the needs of employees in different locations around the world.<\/li>\n                        <\/ul> <!-- .gs-list-block -->\n\n<p>Globalizing a stock plan can be complex, however careful planning from the start, alongside a strong communication strategy, can help. Here are seven key considerations to be aware of.<\/p>\n            <h2  class=\"block-heading main-heading  heading-left\">Set objectives for your global stock plan<\/h2>\n        \n<p><a href=\"\/insights\/what-is-equity-compensation\/\">Employee equity plans<\/a> should have a clear objective. What exactly do you want the plan to achieve? Without this, companies may find the design and implementation processes inefficient, potentially leading to a low program participation rate or uncertainty about how to measure the success or otherwise of the plan.<\/p>\n\n<p>Here are some of the common goals we\u2019ve heard from our clients:<\/p>\n    <ul  class=\"gs-list-block\">\n                                    <li>attain employee engagement via employee ownership. <\/li>\n                            <li>retain\/attract talent in certain regions.<\/li>\n                            <li>celebrate a company milestone by rewarding employees.<\/li>\n                            <li>unite international employees with a common goal.<\/li>\n                            <li>be an integral part of the company\u2019s international culture.<\/li>\n                        <\/ul> <!-- .gs-list-block -->\n\n<p>Having clear objectives implemented from the start can help you to choose the most suitable equity awards, design proper vesting schedules and plan your communications strategy. Careful planning at the outset can help set the path for success further down the path.<\/p>\n            <h2  class=\"block-heading main-heading  heading-left\">Use the same equity type across the board or not?<\/h2>\n        \n<p>It isn\u2019t unusual that companies may want to launch the same stock plan or equity awards in all jurisdictions, especially as it can seem like the simplest solution. However, just because it&#8217;s possible doesn&#8217;t mean it&#8217;s always the ideal way.<\/p>\n\n<p>Using the same plan across the board may reduce the administration workload, but it\u2019s likely to cause some other issues. For example, it\u2019s possible to offer an employee stock purchase plan (ESPP) outside the US, but some of the features may prove problematic in other jurisdictions such as plan contributions being payroll deductions only. In addition, non-U.S. employees may not qualify for the same tax benefits as U.S.-based employees.<\/p>\n<div  class=\"single-review-block full-width gsap-fade-in-up green\">\n    <div class=\"container\">\n        <div class=\"single-review-inner\">\n            <div id=\"single-review-owl-69e365dbd0690\" class=\"single-review-carousel owl-carousel owl-theme\">\n                                        <div class=\"single-review-slide\" data-index=\"1\">\n                            <div class=\"review\">\n                                <p>Early involvement of internal stakeholders such as Payroll, HR, Finance, Tax and Legal departments can help identify any roadblocks or limitations in using the same equity plan across all countries. Companies need to be flexible with their timeline to allow proper implementation as well as being flexible with the design. For example, payroll deductions are not permitted in connection with an ESPP in some countries, so companies may need to adjust the plan design or find another way to reward their employees, which may delay the plan rollout in those regions.<\/p>\n<p>Team collaboration should occur throughout the whole process \u2013 from planning to implementation and administration \u2013 to ensure a successful global stock plan<\/p>\n                            <\/div> <!-- .review -->\n                            <p class=\"person\">Marlene Zobayan EA, CEP<\/p>\n                            <p class=\"position\">Partner at Rutlen Associates LLC<\/p>\n                            <p class=\"position testimonial-disclaimer\">\u0642\u062f \u0644\u0627 \u062a\u0643\u0648\u0646 \u0634\u0647\u0627\u062f\u0629 \u0627\u0644\u0639\u0645\u064a\u0644 \u0645\u0645\u062b\u0644\u0629 \u0644\u062a\u062c\u0627\u0631\u0628 \u0627\u0644\u0639\u0645\u064a\u0644 \u0627\u0644\u0623\u062e\u0631\u0649<\/p>                        <\/div> <!-- .single-review-slide -->\n                                                <\/div> <!-- .single-review-carousel -->\n                    <\/div> <!-- .global-shares-single-review-inner -->\n    <\/div> <!-- .container -->\n    <script>\n        jQuery(document).ready(function(c){c(function(){let e=document.getElementById(\"single-review-owl-69e365dbd0690\");(e=c(e)).addClass(\"testimonials-visible\"),e.owlCarousel({items:1,loop:!1,mouseDrag:!1,touchDrag:!1,autoplay:!1,nav:!1,dots:!1,margin:0,stagePadding:0});var t=e.closest(\".container\").get(0);let i=t.querySelector(\".jpm-r-owl-next\"),a=t.querySelector(\".jpm-r-owl-prev\"),n=t.querySelector(\".jpm-r-slide-total\"),s=t.querySelector(\".jpm-r-slides-counter\");i&&a&&(i.addEventListener(\"click\",function(){this.classList.contains(\"inactive\")||e.trigger(\"next.owl.carousel\")}),a.addEventListener(\"click\",function(){this.classList.contains(\"active\")&&e.trigger(\"prev.owl.carousel\")}),e.on(\"changed.owl.carousel\",function(e){var t=parseInt(n.innerHTML,10),e=c(e.target).find(\".owl-item\").eq(e.item.index).find(\".single-review-slide\").data(\"index\");1===(s.innerHTML=e)?a.classList.remove(\"active\"):a.classList.add(\"active\"),e===t?i.classList.add(\"inactive\"):i.classList.remove(\"inactive\")}),parseInt(n.innerHTML,10)<=1?t.querySelector(\".expanded-nav\").classList.add(\"hidden\"):(a.classList.remove(\"active\"),i.classList.remove(\"inactive\")),c(\".owl-carousel\").each(function(){c(this).find(\".owl-dot\").each(function(e){c(this).attr(\"aria-label\",e+1)})}))})});\n                let section69e365dbd1d17 = document.getElementById('single-review-owl-69e365dbd0690'),\n            sectionParent69e365dbd1d17 = section69e365dbd1d17.closest('.jpm-single-post-content');\n        if(sectionParent69e365dbd1d17){\n            let sectionBlock69e365dbd1d17 = section69e365dbd1d17.closest('.single-review-block');\n            sectionBlock69e365dbd1d17.classList.remove('full-width');\n            sectionBlock69e365dbd1d17.classList.add('single-post-review-block');\n        }\n    <\/script>\n<\/div> <!-- .single-review-block -->\n            <h2  class=\"block-heading main-heading  heading-left\">Understand local laws and regulations<\/h2>\n        \n<p>If it proves challenging to apply the same stock plan to every country you operate in, one option might be to seek to customize the offering for your employees in different localities. You can start by answering the following questions to give yourself some basic understandings about local laws and regulations as well as market practices associated with equity compensation.<\/p>\n    <ol  class=\"gs-list-block\">\n                                    <li><b>Are there any restrictions\/local regulations: <\/b>When offering particular award or plan in particular jurisdictions, e.g. local payroll tax withholding and reporting obligations, payroll deduction limitations, securities filings, foreign exchange restrictions, etc.<\/li>\n                            <li><b>Time and effort:<\/b> e.g. how long will it take to complete documentation filings in the countries where you want to launch the plan? Do you have enough resources to stay compliant with the local laws and keep abreast of all the global changes impacting stock plans?<\/li>\n                            <li><b>Cost required:<\/b> Are the admin, legal and accounting costs a concern?<\/li>\n                            <li><b>Employee considerations:<\/b> e.g. what are the tax implications and what communications strategies might you need to implement to promote the plan?<\/li>\n                            <li><b>Market practices: <\/b>e.g. what are your competitors offering locally? Any country-specific tax advantaged plans in those regions?<\/li>\n                        <\/ol> <!-- .gs-list-block -->\n<div  class=\"highlighted-text-block\">\n\n    <p>As a global stock plan service provider, J.P. Morgan Workplace Solutions has in-house and on-the-ground teams who have extensive local knowledge when it comes to providing you with end-to end equity management solutions including award issuing, task tracking, trading, participant communications, accounting, tax and legal solutions and more.<\/p>\n<p><a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/enterprise-demonstration\/\">Contact us today<\/a><\/p>\n\n<\/div> <!-- .highlighted-text-block -->            <h2  class=\"block-heading main-heading  heading-left\">Consider the local culture<\/h2>\n        \n<p>Some countries don\u2019t have a strong culture of employee ownership and employees there may not understand, be familiar with or see the benefits of equity compensation, therefore they may not appreciate being offered equity awards.<\/p>\n\n<p>Remember, in your rollout schedule you don\u2019t have to include all countries at the one time. Instead, you might choose to prioritize the jurisdictions that are more receptive to equity compensation and might take less time to go through filing or other compliance issues, while considering more in-depth education and communication strategies for other regions that need them.<\/p>\n            <h2  class=\"block-heading main-heading  heading-left\">Digitize the process<\/h2>\n        \n<p>If you\u2019re operating in multiple jurisdictions and in multiple languages, it is inevitable that the level of complexity in your stock plan will grow. Spreadsheets don\u2019t scale with your business as your ownership plans do.<\/p>\n\n<p>Using <a href=\"\/equity-management-software\/\">equity management software<\/a> like ours at J.P Morgan Workplace Solutions can help to keep the data accurate and <a href=\"\/insights\/equity-plan-administration\/\">administer all equity plans<\/a> effectively. With thousands of employee datasets, multiple equity awards\/plans and different vesting schedules, tax rules, regulations and all the other moving elements in an employee stock plan, it is likely to soon become out of control if you\u2019re not using a digital platform.<\/p>\n\n<p>In our recent Trends in <a href=\"\/insights\/trends-in-equity-compensation-report-2024\/\">Equity Compensation survey<\/a>, we discovered that 63% of public companies choose to outsource all, or part of, their equity compensation management to a professional third party provider.<\/p>\n            <h2  class=\"block-heading main-heading  heading-left\">Operate in their language (and currency)<\/h2>\n        \n<p>Stock plans are already new to lots of people. The language barrier, new terminology and having to use an unfamiliar currency will only make the learning curve steeper for your employees.<\/p>\n\n<p>Our software solution features a <a href=\"\/participant-experience\/\">participant portal<\/a> that allows participants to have 24\/7 personalized access to their equity account for easy trading, tracking and management. Not only is the portal in their language and currency, but our support team can also serve them in their local language.<\/p>\n            <h2  class=\"block-heading main-heading  heading-left\">Localize your communications strategy<\/h2>\n        \n<p>If you are operating across multiple countries, it\u2019s likely that you are targeting a large base of employees to join the plan. In this case, make sure to localize your <a href=\"\/communications\/\">communications programs<\/a>.<\/p>\n\n<p>This doesn't simply mean relying on having translated materials, contracts and documents, but also an understanding of cultural norms and traditions will be required to make your comms plan more relatable and engaging to local staff. For example, is the concept of equity compensation new to the country? Would it help if you explained more about why the company is providing this benefit as well as the benefits of the plan?<\/p>\n\n<p>In addition, using simple language that even the least financially savvy employees can comprehend and maintaining regular communications at every stage of the process can help your employees to feel engaged and informed.<\/p>\n\n<p>One option might be to share stories of employees who have already benefitted from the plan. This could work to positively impact those who are hesitant to join and help employees connect with their counterparts around the world, by hearing about their experiences. It can help to make it relatable.<\/p>\n            <h2  class=\"block-heading main-heading  heading-left\">J.P. Morgan Workplace \u2013 Your global stock plan service provider<\/h2>\n        \n<p>As a global stock plan service provider, not only do we provide the equity management software, but also offer a team of equity plan specialists and a client manager to help guide you through the steps from plan implementation and administration to legal, tax, compliance and reporting. Our built-in online portal for participants is also available to allow them to view, track and manage their equity holdings via our support desk.<\/p>\n\n<p>Leverage our extensive local knowledge and global reach. Contact us today<\/p>\n        <div  class=\"block-cta\">\n            <p class=\"left\"><a  href=\"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/%d8%b9%d8%b1%d8%b6-%d8%aa%d9%88%d8%b6%d9%8a%d8%ad%d9%8a-%d9%84%d9%84%d9%85%d8%a4%d8%b3%d8%b3%d8%a9\/\" title=\"Contact Us\" class=\"gs-button-new black\" target=\"_self\" >Contact Us<\/a><\/p>\n        <\/div> <!-- .block-cta -->\n    ","protected":false},"excerpt":{"rendered":"<p>A global stock plan is an employee equity offering that a business can operate across multiple jurisdictions. Global stock plans can offer many benefits to employees and employers, such as: Globalizing a stock plan can be complex, however careful planning from the start, alongside a strong communication strategy, can help. Here are seven key considerations [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":116452,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[422,421],"tags":[736,298,714,423,424],"class_list":["post-116451","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-422","category-421","tag-see-all-ar","tag-employee-portal","tag-employee-portal-uk","tag-423","tag-424"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/posts\/116451","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/comments?post=116451"}],"version-history":[{"count":1,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/posts\/116451\/revisions"}],"predecessor-version":[{"id":175655,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/posts\/116451\/revisions\/175655"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/media\/116452"}],"wp:attachment":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/media?parent=116451"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/categories?post=116451"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/ar\/wp-json\/wp\/v2\/tags?post=116451"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}