Private ruling: Employee Share Scheme
Published: January 2013

Ruling: Q5: Will it make a difference if only one of the employees is invited to participate in the employee share scheme (ESS) or if additional employees (not being directors or shareholders of the employer) are invited to participate in the ESS? Answer: No

Relevant facts and circumstances: This ruling is based on the facts stated in the description of the scheme that is set out below. If your circumstances are materially different from these facts, this ruling has no effect and you cannot rely on it. The fact sheet has more information about relying on your private ruling. To establish the employee share scheme The employer is an Australian company registered with the Australian Securities and Investments Commission. The employer intends to implement an employee share scheme (ESS) to attract, retain and motivate employees. The employees invited to participate in the ESS are arm's length employees of the employer. For the purposes of this Ruling, an 'arm's length employee' is a person in respect of whom a contribution of money is made by the employer pursuant to the employee shares scheme trust deed (trust deed). The expression 'at arm's length' is defined in The CCH Macquarie Concise Dictionary of Modern Law, 1988, CCH Australia Ltd/Macquarie Library Pty Ltd, Sydney as meaning that the parties to a transaction are not connected in such a way as to bring into question the ability of one to act independently of the other. In order to facilitate the ESS, the employer proposes to create the trust. Both the employer and one or more invited employees (who satisfy the qualifying criteria set out below) will be able to make contributions to the ESS. The trust will have a special purpose corporate trustee, the trustee, established to manage the affairs of the trust. The trustee will have restricted investment powers set out in the draft trust deed as follows: (a) the investment powers of the trust are limited to obtaining shares, or rights to acquire shares, of the employer company (or a holding company of the employer company); and (b) restrict distributions of income or capital to employees or associates of employees. Income of the trust will be distributed to each employee unit holder on an annual basis, based on the number of units held by the eligible employee unit recipient holder as a proportion of total redeemable units held at the end of the financial year. Under the terms of the trust deed no income of the trust may be distributed to the employer unit holder. Issue of units The employer will apply for employer units. The application by the employer for employer units in the trust will: (a) entitle the employer to nominate an employee as an eligible employee unit recipient to hold employee units in the trust (b) entitle the employer to set the conditions which would disentitle the employee to the reward (a 'disqualifying event"). Disqualifying discounts can be tailored to provide for benefits to be reduced on a proportionate basis, eg 60% if the employee does not complete 3 years of service; and (c) require the employer to pay a premium in respect of employer units to be issued to the employer in order to secure loyalty of eligible employee unit recipients. The employer will apply for redeemable employer units under the terms of the trust deed. The employer units will be purchased for a set amount and an additional premium amount will be paid to the trust fund. The amount of premium will be a percentage amount above the employer's base profit target for the financial year. Only employees may become an eligible employee unit recipient and be allocated employee units. The shareholders or directors of the employer will not be eligible to be nominated as an eligible employee unit recipient in the ESS. The employer will apply for employee units under the terms of the trust deed. The employer will also nominate eligible employee unit recipients to receive employee units. There will be two qualifying criteria for employees to become an eligible employee unit recipient and invited to hold employee units in the ESS, as outlined the deed; § an employee must have worked for the employer for an initial period (i.e. 12 months) ; and § an employee must be classified by the employer as a senior employee (or equivalent for administrative staff). From time to time, additional employees may be nominated by the employer to be eligible employee unit recipients and hold employee units in the trust, none of whom will be directors or shareholders of the employer. The value of the employer will be determined by an independent valuer each financial year. From this valuation the underlying share price will be determined. Employee units will be referable to the share price. Employee units in the trust will be issued for an issue price set by the amount of the premium paid by the employer and the number of employee units issued. Employee units will be subject to a disqualifying discount and disqualifying event conditions set by the employer. Employee unit holders and/or their associates may apply for additional unissued redeemable units in the ESS. Employee units may be redeemed or transferred under the terms of the trust deed. Employee units nominated for transfer may be firstly, redeemed by the trustee or, secondly, transferred to other employee unit holders and or their associates or, lastly, transferred to other employees and or their associates (excluding any direct shareholder of the employer). The ESS does not involve any salary sacrifice arrangement. The ESS does not involve the trustee making loans to employees (whether interest bearing or interest free and whether of a limited recourse nature or not). Redemption of units Upon redemption of the employer units, the employer is only entitled to an amount equivalent to the issue price of the employer units (and not the premium, which is an irretrievable payment made by the employer in order to secure the loyalty of the eligible employee). Upon redemption of the employee units, the eligible employee unit recipient holder will be entitled to receive an employee redemption amount being the greater of an amount based upon a calculation of the value of the beneficial interest in the shares or options forming part of the employee share trust fund (trust fund) which have been allocated to each employee unit and the proceeds of sale of those shares or options net of selling costs or the issue price of the employee unit. If a disqualifying event occurs, the employee will only be entitled to receive the disqualification amount on employee units. A disqualifying event includes: · any acts of fraud, dishonesty or wilful or serious misconduct; · periods where the employee unit holder is not an employee for a continuous period of 12 months or any non continuous period of three years within a continuous period of five years; · the employee unit holder is declared insane; or · the employee is dismissed from employment. A disqualifying event does not include death or bona fide retirement, including for reasons of trauma or total and permanent incapacity. The employee redemption amount is also subject to the disqualification discount. An employee must continue to work for the employer for a designated time before realising the value of the investment (i.e. employees whose employment is terminated in the first two years may only receive 40% of the employee redemption amount, after three years 60%, after four years 80% and only after five years 100%).

Relevant legislative provisions: Income Tax Assessment Act 1936 Part IVA | Income Tax Assessment Act 1936 Subsection 95(1) | Income Tax Assessment Act 1997 Subsection 83A-10(2) | Income Tax Assessment Act 1997 Section 83A-15 | Income Tax Assessment Act 1997 Subsection 83A-25(1) | Income Tax Assessment Act 1997 Subsection 130-85(4) Question 1. | Will receipts from employee contributions (i.e. purchase price for additional units) be taxable income of the Employee share trust (trust)? | Answer No | Explanation | The receipt by the proposed trust of the purchase price of additional units from employees is not a receipt in the ordinary course of business of the Trust and therefore is not assessable in the hands of the Trustee. Such receipt will be a contribution of monies by the employees to the trust. | Contributions of monies by the employees represent corpus of the trust. The contributions constitute capital receipts to the trustee, and are not included in the calculation of the net income of the trust under section 95 of the Income Tax Assessment Act 1936 (ITAA 1936). Question 2. | Will receipts from employer contributions (i.e. unit subscription price) be taxable income of the trust? | Answer No | Explanation | The receipt by the proposed trust of the purchase price of employer units from the employer is not a receipt in the ordinary course of business of the trust and therefore is not assessable in the hands of the trustee. Such receipt will be a contribution of monies by the employer to the trust. | Contributions represent corpus of the trust. The contributions constitute capital receipts to the trustee, and are not included in the calculation of the net income of the trust under section 95 of the Income Tax Assessment Act 1936 (ITAA 1936). Question 3. | Will the general anti-avoidance provisions under Part IVA of the Income Tax Assessment Act 1936 (ITAA 1936) apply to the scheme described? Answer: No | The trust deed and all other information received explicitly provide that the trustee will acquire money/property to be utilised solely in the activity of obtaining shares or rights to acquire shares in the employer or its holding companies. Provided that the scheme as implemented is materially identical to the scheme described in this ruling it is considered that Part IVA of the ITAA 1936 would not apply in respect of the employer, the trust or the employees. | Question 4. | Is Taxation Ruling TR 2010/6 Income Tax, Pay As You Go Withholding and fringe benefits tax; tax consequences on the issue, holding and redemption of bonus units as part of an employee benefits trust arrangement, applicable to the trust? | Answer: No | The proposed arrangement the subject of this ruling application does not involve: | § the issue of bonus units; | § salary sacrifice arrangements; or | § the trustee of the trust making loans to employees (whether interest bearing or interest free and whether of a limited recourse nature or not). | Question 5. | Does it make a difference if the trust becomes a major shareholder of the employer? | Answer: No | The trust is an employee share trust set up by the employer for an employee share scheme. Subsection 130-85(4) of the ITAA 1997 provides that an employee share trust for an 'employee share scheme' (having the meaning given by subsection 83A-10(2) of the ITAA 1997) is a trust whose sole activities are: | a) obtaining shares or rights in a company; and | b) ensuring that ESS interests in the company that are beneficial interests in those shares or rights are provided under the employee share scheme to employees, or to associates of employees, of: | (i) the company; or | (ii) a subsidiary of the company; and | c) other activities that are merely incidental to the activities mentioned in paragraphs (a) and (b). | An employee share scheme is defined in subsection 83A-10(2) of the ITAA 1997 as a scheme under which ESS interests in a company are provided to employees, or associates of employees (including past or prospective employees) in relation to the employees' employment. | While the trust satisfies the requirements of subsection 130-85(4) of the ITAA 1997 it will be immaterial as to whether or not the proposed trust becomes (at any time) a majority shareholder of the employer. | Question 6. | Will it make a difference if only one of the employees is invited to participate in the ESS or if additional employees (not being directors or shareholders of the employer) are invited to participate in the ESS? | Under the terms of the trust only arms length employees may be eligible employee unit recipients and acquire employee units. Shareholders and directors of the employer are excluded from acquiring employee units. | Where the operation of the employee share scheme does not meet the requirements for concessional treatment or the deferral of tax on any discount to the market value of ESS interests, the default position is to tax that discount upfront in the year in which those ESS interests are provided. The trust does not meet the requirements for concessional treatment or deferral of tax. The market value of ESS interests acquired by an employee in the trust will be subject to tax upfront in the income year in which the employee acquires the ESS interests. | Subsection 83A-10(2) defines an employee share scheme as a scheme under which ESS interests in a company are provided to employees, or associates of employees, (including past or prospective employees of the company or subsidiaries of the company in relation to the employees' employment. The definition under subsection 83A-10(2) does not stipulate a minimum or maximum number or employees participating in an employee share scheme. The default upfront tax position under section 83A-15 and subsection 83A-25(1) does not impose any requirements as to the number of employees participating in the employee share scheme.


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