{"id":151920,"date":"2025-03-11T00:00:00","date_gmt":"2025-03-11T00:00:00","guid":{"rendered":"https:\/\/globalshares2.wpengine.com\/academy\/understanding-espp-for-employers-employees-in-15-minutes\/"},"modified":"2024-07-22T12:54:24","modified_gmt":"2024-07-22T11:54:24","slug":"what-is-an-espp","status":"publish","type":"post","link":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/insights\/what-is-an-espp\/","title":{"rendered":"Understanding ESPP for employers &amp; employees in 15 minutes"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Today, offering employees benefits like a medical and dental insurance plan is almost expected and can\u2019t really make you stand out against the competition.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What about letting them own shares of your business through an ESPP (employee stock purchase plan)? More than 80% of US tech companies such as Adobe and Salesforce offer an ESPP to attract top talent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This &#8221;Understanding ESPP&#8221; guide explains what an ESPP is and how it helps both employers and employees achieve their goals. Skip to the relevant section below:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#whatisespp\" target=\"_blank\" rel=\"noreferrer noopener\">What is an ESPP?<\/a><\/li>\n\n\n\n<li><a href=\"#howesppwork\" target=\"_blank\" rel=\"noreferrer noopener\">How does an ESPP work?<\/a><\/li>\n\n\n\n<li><a href=\"#howespptaxed\" target=\"_blank\" rel=\"noreferrer noopener\"><u>How are ESPP stocks taxed?<\/u><\/a><\/li>\n\n\n\n<li><a href=\"#esppforemployers\" target=\"_blank\" rel=\"noreferrer noopener\"><u>ESPP pros and cons for employers<\/u><\/a><\/li>\n\n\n\n<li><a href=\"#esppforemployees\" target=\"_blank\" rel=\"noreferrer noopener\"><u>ESPP pros and cons for employees<\/u><\/a><\/li>\n\n\n\n<li><a href=\"#similarplans\" target=\"_blank\" rel=\"noreferrer noopener\"><u>Other similar plans to an ESPP<\/u><\/a><\/li>\n\n\n\n<li><a href=\"#faqs\" target=\"_blank\" rel=\"noreferrer noopener\"><u>FAQs about ESPPs<\/u><\/a><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What is an ESPP?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">An ESPP, employee stock purchase plan, is an employee ownership plan that allows participants to purchase stock in their companies at a discount &#8211; often between 5-15% off the fair market value (FMV). The way they do this is by making contributions directly from employees\u2019 paychecks. Their accumulated contributions are used to buy company shares at the purchase date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There are two types of ESPP \u2013 Qualified and Non-qualified. The term \u2018qualified\u2019 refers to a tax-advantageous status. The tax events will be explained in the \u2018\u2019<a href=\"#howespptaxed\" target=\"_blank\" rel=\"noreferrer noopener\"><u>How are ESPP stocks taxed?<\/u><\/a>\u2019\u2019 section.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How does an ESPP Work?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This is the basic sequence of events and some terms associated with an ESPP:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Offering Period<\/strong>: Once you enroll in the ESPP, you\u2019ll be eligible to participate in the upcoming offering period and will be able to purchase company shares at an agreed discount for the length of that offering period.<br>An ESPP offering period is commonly either 12 months or 24 months.<\/li>\n\n\n\n<li><strong>Purchase Period<\/strong>: Within an offering period, there are a series of purchase periods in which you set aside money to purchase the shares. The length of a purchase period is usually 6 months.<\/li>\n\n\n\n<li><strong>Purchase Date<\/strong>: Typically at the end of the purchase period, on which you officially purchase the shares.<\/li>\n\n\n\n<li><strong>Purchase Price<\/strong>: The price you purchase the shares on the purchase date (pre discount)<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/www.jpmorganworkplacesolutions.com\/wp-content\/uploads\/2021\/11\/espp-offering-period.png\" alt=\"espp-offering-period\"\/><figcaption class=\"wp-element-caption\">An example illustrating a 12-month ESPP offering period with two 6-month purchase windows<\/figcaption><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Quite commonly, to make an ESPP more attractive, your company possibly offers you a \u2018\u2019lookback\u2019\u2019 feature in addition to the discount offered. The ESPP lookback feature allows you to purchase the share price of either A: the <strong>initial date of the offering period<\/strong> (1\/1\/2021) or B:<strong> the purchase date <\/strong>(6\/30\/2021), whichever is&nbsp;lower.<strong><u>An Example of ESPP with\/without Lookback<\/u><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Initial Price<\/strong>: $10<br><strong>Price on Purchase Date<\/strong>: $12<br><strong>Company Discount<\/strong>: 15%<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>With Lookback<\/th><th>Without Lookback<\/th><\/tr><\/thead><tbody><tr><td>Purchase Price: $10<\/td><td>Purchase Price: $12<\/td><\/tr><tr><td>Actual Purchase Price:<br>$10 \u2013 $1.5 (discount) = $8.5 \/ share<\/td><td>Actual Purchase Price:<br>$12 \u2013 $1.8 (discount) = $10.2 \/ share<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Explanation:<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you are allowed to \u2018\u2019look back\u2019\u2019, &nbsp;you will be able to purchase the shares at a discount off $10 instead of $12 as $10 is lower than $12. If the price on the purchase date is lower, for example, \u20ac8, then you will purchase the shares at a 15% discount off the price of \u20ac8 [instead of $10 at the beginning].<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So, as an employer considering offering an ESPP, having this feature in the plan can help&nbsp;<a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/insights\/how-to-boost-participation-in-your-espp\/\">boost your enrolment rates<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Difference between qualified ESPP &amp; non-qualified ESPP<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Sometimes, it can be hard to wrap your head around tax implications. Here, we use different scenarios and explain them in plain English to allow you to understand ESPP tax events easily.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As mentioned, there\u2019re two main classes of ESPPs \u2013 Qualified ESPPs and non-qualified ESPPs. Under a qualified plan, you do not owe any taxes when you purchase shares. Under a non-qualified ESPP, when the shares are purchased, the excess of FMV of the shares at the time of purchase over the purchase price is taxed as ordinary income.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The following \u2018\u2019Qualified vs Disqualified ESPP\u2019\u2019 table helps you quickly understand their meaning. If you\u2019re interested in understanding more about these two types, head over to our \u2018<a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/insights\/qualified-non-qualified-espps\/\">\u2019Qualified &amp; Non-Qualified ESPPs\u2019\u2019<\/a> blog.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Qualified ESPP<\/th><th>Non-Qualified ESPP<\/th><\/tr><\/thead><tbody><tr><td>Contribution made with after-tax dollars<\/td><td>Contribution made with after-tax dollars<\/td><\/tr><tr><td>Designed and operates acc. to Internal Revenue Section (IRS) 423 regulations<\/td><td>Does not meet IRS criteria<\/td><\/tr><tr><td>Discount ranges from 0% to 15%, with 15% most used<\/td><td>May offer a discount of more than 15% from the current FMV of the stock<\/td><\/tr><tr><td>Approved by shareholders<\/td><td>Not required<\/td><\/tr><tr><td>More favorably on taxation<\/td><td>Less favorably on taxation<\/td><\/tr><tr><td>Less Flexible<\/td><td>Flexible&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">No matter if you decide to roll out a Qualified ESPP or a Non-qualified ESPP, you can easily set it up in our software. Want to see how it works? Contact us today for a free demo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/talk-to-us\/\"><br>Request a Demo<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How are ESPP stocks taxed?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">So far so good. Let\u2019s look at qualified ESPPs further.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There\u2019re two classifications of sales for qualified ESPPs: qualifying and disqualifying dispositions. They cause different tax events.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When selling the shares, the discount that you received when the shares are bought is considered additional compensation to you, so you have to pay taxes on them as your regular\/ordinary income.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">You also have to pay taxes on any additional profits when you sell your shares. The ESPP tax treatment in the US is varied depending on whether your stock sale is a qualifying disposition (QD) or a disqualifying disposition (DD).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It\u2019s time to look at an example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Initial price in the offer<\/strong>: $20<\/li>\n\n\n\n<li><strong>Price on the purchase date<\/strong>: $25<\/li>\n\n\n\n<li><strong>Discount<\/strong>: 15%<\/li>\n\n\n\n<li><strong>Actual purchase price<\/strong>: $17 (= 20 x 85%)<\/li>\n\n\n\n<li><strong>Sales price<\/strong>: $50<\/li>\n\n\n\n<li><strong>No. of shares<\/strong>: 100<\/li>\n\n\n\n<li><strong>Sales commission<\/strong>: $10<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>&nbsp;<\/th><th>Ordinary Income<\/th><th>Capital Gains<\/th><\/tr><\/thead><tbody><tr><td>DD:<br>&lt;1 year after purchase date OR &lt;2 years after offering date<\/td><td>($25 \u2013 $17) x 100 = $800<\/td><td>Short Term Capital Gains:<br>$4990 \u2013 $2500 = $2490^<\/td><\/tr><tr><td>QD:<br>&gt;1 year after purchase date AND<br>&gt;2 years after offering date<\/td><td>($20 x 15%) x 100 = $300<\/td><td>Long Term Capital Gains:<br>$4990 \u2013 $2000 = $2990#<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><small>^Total Sales Price minus Commission: ($50 x 100) &#8211; $10 = $ 4990<br>Cost [Total Actual Price + Ordinary Income]: $17 x 100 + $800 = $2500<br>Short-Term Capital Gains: $4990 &#8211; $2500 = $2490<\/small><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><small>#Total Sales Price minus commission : $50 x 100 &#8211; $10 = 4990<br>Cost [Total Actual Price + Ordinary Income: $17 x 100 + $300 = $2000<br>Long Term Capital Gains : $4990 &#8211; $2000 = $2990<\/small><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A QD is usually attractive because you can get ESPP tax advantages as the long term capital gains tax rates are usually lower than your ordinary income tax rate. But, this strategy requires you to hold your shares for at least one year after you purchase them. If the gains are significant at the moment, waiting to sell to reap the ESPP tax advantages could have a large impact on your stock portfolio.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Is an ESPP worth it for employers?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Here are the key pros and cons of ESPPs for employers:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Help Employee Retention<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">ESPP programs typically run over a number of years, and the total amount of stock employees accumulate over the lifetime of the plan. Seeing is believing, and an employee who sees the financial benefit of their investment after the first six months is more likely to commit and remain invested in the company in the long run.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Attract and recruit top talent<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Offering one could make your company more attractive, help you land top recruits and deliver on your people priorities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Create an ownership culture in your company<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An ESPP offers employees a way to gain ownership in their company. When employees hold company stock, they will think and act in the long term interest of the company and have a greater stake in the success of the company, which can be a powerful motivator.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Despite its benefits, having a plan in place can increase HR, accounting and administrative workload. You also need to create a comms plan to let your employees know about the ESPP benefits and keep them engaged. So, why not let an expert take care of everything from participant enrollment to trading and above board.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We, Global Shares, can take away the headache of <a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/insights\/espp-software\/\">managing your ESPPs<\/a> thanks to our award-winning software platform and our team of 300 equity professionals. We\u2019re trusted by hundreds of companies across a multitude of industries in more than 100 countries across the world.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/talk-to-us\/\"><br>Request a Demo<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Is an ESPP worth it for employees?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">From the employee perspective, here are the key pros and cons of ESPPs:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Turbo-Charge your Savings<\/strong><br>Since you are buying shares for a discount and then selling them for a normal price, you can earn money with this \u2018\u2019buy low and sell high\u2019\u2019 approach.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">ESPPs offer you an easy and cost-efficient reward for pursuing a disciplined savings plan and allow you to make short term financial decisions such as buying a home and also increases your long term financial wealth for retirement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>LookBack Feature \u2013 You\u2019re allowed to further increase your return<\/strong><br>As mentioned in section 2, if your plan has an ESPP lookback feature, the company discount is then applied to the lower of 1) the price at the start of the offering period or 2) on the purchase date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Flexible \u2013 You\u2019re allowed to withdraw<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Participation is voluntary, so companies commonly allow you to withdraw, even in the middle of an offering period. Most plans also allow you to withdraw during the purchase period.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Tax Benefits<\/strong><br>As mentioned, if you hold your shares for a certain period of time, you will reap the benefits of tax-advantaged treatment as the profit is taxed as capital gains (taxed at lower rates than ordinary income) when selling the ESPP shares.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Despite a number of benefits, there is a limit on ESPP max. contribution. Under a Section 423 plan, the IRS limits purchases to $25,000 worth of stock value (based on the fair market value on the offering date) for each calendar year in which the offering period is effective.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, the maximum no. of shares to purchase would be 2500 if the stock price on the offering date was $10. ($25,000 \u00f7 $10)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Other similar plans to an ESPP<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Offering employee ownership schemes to your employees is beneficial to both employers and employees. Besides ESPP, there are other similar plans on the market. It\u2019s worth spending some time comparing them to find the best one for your business.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>ESOP vs ESPP :&nbsp;<\/strong>ESOPs (Employee stock ownership plans) like ESPPs are one of the most popular employee benefit plans, offering employees ways to grow their savings and build wealth. These two plans are a good way to attract good candidates when cash is limited. They can also increase employee morale and retention.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Unlike an ESPP, ESOP employees don\u2019t purchase shares using their own money. Rather, the ESOP company allocates stock ownership to employees via an ESOP trust, which holds\/sells the stock on employees\u2019 behalf. Typically the ESOP employees won\u2019t receive a distribution (or ESOP benefits) until leaving employment. At that time, the employee is taxed on the value of the stock.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">ESOPs also have significant tax benefits to founders, including tax-deductible contributions and dividends. Compared to ESOPs, ESPPs however don\u2019t require a huge cost to establish and are considered an \u2018\u2019immediate award\u2019\u2019 to employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">RSU vs ESPP: Also as an employee benefit, RSU (Restricted Stock Units) provide an incentive for employees to stay with a company for the long term<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Unlike an ESPP, you don\u2019t have to pay for RSU. Rather, the shares of stock are granted by the company at a particular grant price. The shares will vest at some date in the future, at which point you will take ownership of the actual shares. At that time, you have to pay taxes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Besides vesting, selling your RSU can have tax consequences:<br>Public companies:&nbsp;Similar to the case of ESPPs, you can sell yours at any time. If you want to enjoy tax benefits, consider holding shares for over a year before selling because it qualifies as a long-term capital gain that will be taxed less.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Private companies: Your shares can\u2019t be easily sold. You\u2019ll likely hope for your company to have a liquidity event such as IPO or SPAC.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>FAQs about ESPPs<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">How does an ESPP work?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An ESPP (employee stock purchase plan) allows employees to use after-tax wages to acquire their company&#8217;s shares, usually at a discount of up to 15%. Quite commonly, companies offer a \u2018\u2019lookback\u2019\u2019 feature in addition to the discount offered to make the plan more attractive. The lookback feature allows you to purchase the share price of EITHER the initial date of the offering period OR the purchase date, whichever is lower, to further increase the return.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Is an ESPP worth it?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The plan is valuable for both employers and employees. For employers, the plan can help attract and retain top talent. For employees, it is a valuable tool for accumulating wealth with a discount and a lookback feature. However, it is not 100% profit guaranteed. We can still lose money on ESPP if the stock price goes down.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Is an ESPP pre tax or post tax?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">ESPP shares are post-tax. To put it differently, your shares are purchased with money that you\u2019ve already paid taxes. You are not taxed until the ESPP is sold.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is a disqualifying disposition ESPP?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An ESPP mainly has two types \u2013 Qualifying Disposition and Disqualifying Disposition. A disqualifying disposition occurs when ESPP shares are sold less than 2 years after the offering date. The disqualifying disposition is flexible because you can sell your shares right away after purchasing them but you won\u2019t get ESPP tax advantages as your short-term capital gains will be taxed typically higher.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What happens to my ESPP when I leave a company?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The situation highly depends on your leaver status \u2013 Good leaver or Bad leaver. Read this article to find out more.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is the difference between an ESOP and ESPP?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">ESOPs (Employee stock ownership plans) like ESPPs are one of the most popular employee benefit plans. Unlike an ESPP, ESOP employees don\u2019t purchase shares using their own money. Typically, they receive a distribution (or ESOP benefits) at retirement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Request a free demo<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">If you\u2019ve been curious about all the benefits of ESPPs or employee ownership \u2013 or you want to understand how they can help your company specifically, contact us today for a free demo. Our experts will walk you through the entire process, and see which plan is best for you.<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/talk-to-us\/\"><br>Request a Demo<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Today, offering employees benefits like a medical and dental insurance plan is almost expected and can\u2019t really make you stand out against the competition. What about letting them own shares of your business through an ESPP (employee stock purchase plan)? More than 80% of US tech companies such as Adobe and Salesforce offer an ESPP [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":174238,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[477,612,612],"tags":[654,662,664],"class_list":["post-151920","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-share-stock-plans-hk","category-hr-hk","tag-see-all-hk","tag-equity-explained-hk","tag-espp-hk"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/posts\/151920","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/comments?post=151920"}],"version-history":[{"count":0,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/posts\/151920\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/media\/174238"}],"wp:attachment":[{"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/media?parent=151920"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/categories?post=151920"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.jpmorganworkplacesolutions.com\/hk\/wp-json\/wp\/v2\/tags?post=151920"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}