Earlier
this year, SEBI had announced
the implementation of amended rules for the issue of employee stock options
(ESOPs), which restricted the types of schemes to only those that comply with SEBI
(Employee Stock Option Scheme and Employee Stock Purchase Scheme) Guidelines,
1999. Particularly, curbs were imposed on the acquisition of shares in the
secondary markets by ESOP trusts. The rationale for these measures was previously
discussed on this Blog. These measures were to take effect on June 30, 2013
by which time companies were required to ensure compliance of their ESOP
programmes with these requirements.
this year, SEBI had announced
the implementation of amended rules for the issue of employee stock options
(ESOPs), which restricted the types of schemes to only those that comply with SEBI
(Employee Stock Option Scheme and Employee Stock Purchase Scheme) Guidelines,
1999. Particularly, curbs were imposed on the acquisition of shares in the
secondary markets by ESOP trusts. The rationale for these measures was previously
discussed on this Blog. These measures were to take effect on June 30, 2013
by which time companies were required to ensure compliance of their ESOP
programmes with these requirements.
SEBI has
now extended
the implementation of these new requirements until December 31, 2013, primarily
due to representations received from industry participants. By then, the ESOP
schemes of companies must be brought in line with these rules. Failing this,
the securities acquired by the ESOP trusts must be divested by that date. It
has also been clarified that this revised set of guidelines is applicable to
all employee benefit schemes involving the securities of the company provided
that the schemes are set up, managed or financed by the company directly or
indirectly if any of the following conditions are satisfied:
now extended
the implementation of these new requirements until December 31, 2013, primarily
due to representations received from industry participants. By then, the ESOP
schemes of companies must be brought in line with these rules. Failing this,
the securities acquired by the ESOP trusts must be divested by that date. It
has also been clarified that this revised set of guidelines is applicable to
all employee benefit schemes involving the securities of the company provided
that the schemes are set up, managed or financed by the company directly or
indirectly if any of the following conditions are satisfied:
a) if the company has
set up the scheme or the trust/agency managing the scheme; or
set up the scheme or the trust/agency managing the scheme; or
b) if the company has
direct or indirect control over the affairs of the scheme or the trust/agency
managing the scheme; or
direct or indirect control over the affairs of the scheme or the trust/agency
managing the scheme; or
c) if the company has
extended any direct or indirect financial assistance to the employee benefit
schemes or the trust/agency managing such schemes.
extended any direct or indirect financial assistance to the employee benefit
schemes or the trust/agency managing such schemes.
In other words, the
stringency of these guidelines operates when there is a close nexus between the
company and the trust, but not if the trust is set up and managed truly
independently. The recent circular also sets out disclosure requirements
regarding the operation of the ESOP schemes.
