Long-Term Incentive Plan
Full form: LTIP
Salary & HRLong-Term Incentive Plans (LTIPs) reward senior employees with equity or performance-linked bonuses vesting over 3-5 years. They align employee interests with shareholder interests by making wealth contingent on long-term company performance. Increasingly common in Indian MNCs and listed companies.
In detail
LTIP structures:n1. RSU (Restricted Stock Units): shares granted, vest over time. No exercise price. Worth market value at vesting.n2. PSU (Performance Stock Units): units vest only if performance targets are metn3. ESOP with long vesting: options with 4-5 year vestingn4. Deferred bonus: cash bonus deferred 2-3 years, at risk if employee leavesnnTax on RSU vesting:nVesting = perquisite income = market value on vest date x shares vestednTaxable as salary at slab ratenSubsequent sale = capital gains from vest datennIndia accounting requirement: RSU income added to perquisites in Form 16
Formula
Real-life example
Arjun (VP at IT MNC): 2,000 RSUs granted, vest 500/year over 4 years. Year 1 vest: company shares at Rs 2,200/share. 500 x Rs 2,200 = Rs 11L perquisite income -- taxed at 30% = Rs 3.3L tax in Year 1. Net: Rs 7.7L received. He sells half immediately to diversify, keeps half. Year 2 vest: same 500 shares at Rs 2,600 = Rs 13L perquisite. The RSU stream provides Rs 7-10L/year post-tax over 4 years -- significant wealth if the company performs.