Employee Stock Purchase Plans 101 | Plancorp (2024)


If the lower of the two numbers from Scenario 1 and 2 is negative, there is no ordinary income, only a capital loss.

If one or both of these conditions are unmet for Scenario 3, then the sale will be considered a disqualifying disposition. In this case, the amount included as ordinary income on your tax return is always equal to the FMV of stock on the purchase date minus the purchase price. In Scenario 3, this would mean that: Purchase Date FMV ($125) – Purchase Price ($85) = Ordinary Income ($40).

Stock sold at a price that is lower than the purchase date FMV does not decrease the amount of taxable ordinary income in a disqualifying disposition. Instead, you would receive a capital loss equal to the difference between the purchase date FMV and sale price.

Continuing with the Example

Still looking at the above example where the following information is known:

- ESPP Discount: 15%
- Offering Data FMV: $100
- Purchase Date FMV: $125
- Purchase Price: $85 (calculated from $100 x .85)

Purchase Date FMV ($125) – Purchase Price ($85) = Ordinary Income ($40)
Sale Price ($80) – Purchase Date FMV ($125) = Capital Gain/Loss (-$45)

This capital loss can be used to offset other capital gains in the current tax year and up to $3,000 of ordinary income, which means you may or may not be able to use the entire loss right away.

Determining How the Additional Gain or Loss of Your ESPP is Treated When It's Sold

If your ESPP stock is sold more than 12 months after the purchase date, any appreciation beyond the discount will be taxed as a long-term capital gain. Long-term capital gain tax rates are typically much lower than ordinary income tax rates, ranging from 0% to 20% federal, depending on your income.

If your ESPP stock is sold 12 months or less after the purchase date, any appreciation beyond the discount will be taxed as a short-term capital gain, subject to ordinary income tax rates ranging from 0% to 37% federal.

It is possible to receive long-term capital gain treatment in a disqualifying disposition if you sell ESPP stock more than 12 months after the purchase date but less than 18 months after the offering date. However, the amount of appreciation considered as a long-term capital gain will likely be less in a disqualifying disposition due to how the discount is calculated.

Regardless of how realized capital gains are characterized, it is important to note that you may also be subject to an additional 3.8% tax that applies to investment income above certain thresholds called the Net Investment Income Tax.

Selling ESPP stock after holding it for more than 18 months will often result in the most favorable tax treatment. However, it is important to remember that taxes should not be the only (or perhaps even primary) consideration in a decision to sell or hang onto shares of company stock. There are other factors at play including what the funds are being used for and how much company stock you currently own. Holding out for a qualifying disposition to save $1,000 in taxes would not be worth it if your ESPP shares lose $10,000 in value between now and then. This is especially important to consider when using your ESPP to fund short-term goals such as an emergency fund or a down payment on a home purchase.

Employee Stock Purchase Plans 101 | Plancorp (2024)

FAQs

How much should I put in my employee stock purchase plan? ›

How much should I put in an employee stock purchase plan? You can contribute 1% to 15% of your salary, up to the $25,000 IRS limit per calendar year. The more disposable income you have, the more you can afford to put in an employee stock purchase plan.

What is the 2 year rule for ESPP? ›

Qualifying disposition:

You sold the stock at least two years after the offering (grant date) and at least one year after the exercise (purchase date). If so, a portion of the profit (the “bargain element”) is considered compensation income (taxed at regular rates) on your Form 1040.

Is the employee stock purchase plan worth it? ›

Key takeaways. An ESPP can be a surprisingly powerful benefit. If you have access to one, it's worth your time to research your plan and consider enrolling. ESPPs can potentially generate a return in 3 ways: with a discount, with a lookback provision, and through the performance of the underlying company stock.

What is the best way to use employee stock purchase plan? ›

Short Term Savings Goals

Depending on your financial health, this is one of the best ways to use an ESPP. Short-term goals are those things you want to accomplish in the next 5-7 years. An ESPP offers the perfect way to save — it's automatic, and you get an instant return!

What is the ESOP 25% rule? ›

ESOP Rules for Participant Allocations

The 25% is a combined limit that includes ESOPs, 401(k)s, profit sharing, and stock bonus plans offered by the company. ESOP rules also dictate the amount of annual compensation that counts as eligible pay for participation in the plan.

What is the ESOP 30% rule? ›

Tax Benefits for Owners

The ESOP owns at least 30 percent of the company immediately after the sale. (The sale of stock by two or more shareholders counts toward this 30 percent requirement). The sale proceeds are re-invested in U.S. domestic corporation stocks and bonds within a set time period.

How long should I hold my ESPP? ›

QUALIFYING DISPOSITION

A transfer (e.g., a gift or a sale) of ESPP shares after the required holding periods of two years from the grant date and one year from the purchase / exercise date.

Should I sell ESPP immediately? ›

Yes, you can sell stock purchased through your ESPP plan immediately if you want to guarantee that you profit from your discount. Otherwise, the value of the stock may go up, which increases your profit, or it may go down, causing you to lose money.

What are the downsides of ESPP? ›

The biggest risk when it comes to ESPPs is concentration risk. Single stocks are much more volatile than the overall market, and they run the risk of their value reducing to $0.

What is the employee stock purchase plan for dummies? ›

If your employer offers an ESPP and you enroll, you choose an amount to be deducted regularly from your paycheck. Those deductions accumulate over time, such as 3 to 6 months, and are periodically used to buy company stock on your behalf. Once the stock has been purchased, it's yours to hold, manage, or sell.

What's the main disadvantage of an employee stock ownership plan? ›

ESOPs are inflexible in some respects…

While ESOPs are flexible in many ways, they are subject to legal constraints. ESOP rules require that contributions be allocated based on relative compensation (ignoring compensation above a certain level) or some more level formula.

Can I cash out my employee stock purchase plan? ›

With most employee stock purchase plans, you can withdraw from your plan at any time before the purchase. Withdrawals are made on Fidelity.com or through a representative. However, you should refer to your plan documents to determine your plan's rules governing withdrawals.

How to make money from employee stock purchase plan? ›

An employee stock purchase plan (ESPP) allows employees to contribute a portion of their after-tax earnings toward an account that purchases company stock, often at a discount. Employees can then choose to sell that stock whenever it will be financially beneficial for them.

What happens to ESPP if you quit? ›

If you leave your company while enrolled in their employee stock purchase plan, your eligibility for the plan ends, but you will continue to own the stock the company purchased for you during employment. The company will no longer purchase shares on your behalf after your termination date.

How much should I contribute to my ESOP? ›

ESOP contributions are typically 6-8% of their paycheck, whereas the average 401(k) contribution is only about 4%. It is common for employed-owned businesses to offer 401(k) plans in addition to an ESOP.

How much should I set aside for ESOP? ›

‍The ESOP pool is the portion of company equity set aside for employee ownership. Its size depends on the stage of your company. At seed, companies worldwide usually set aside 10 %. For US companies, this number usually goes up to 15 % at Series A and can go as high as 20-25 % by Series D.

How much stock options should I give employees? ›

Size of the option pool

A typical employee stock option pool at pre-seed round is about 12-15%, diluted to 10% at series A. Michael Houck adds that the employee option pool at Launch House sits at 10%. "We have an employee option pool as part of our equity structure. It's 10%, which we recommend to be pretty standard.

How much of my paycheck should I put into stocks? ›

Generally, experts recommend investing around 10-20% of your income. But the more realistic answer might be whatever amount you can afford. If you're wondering, “how much should I be investing this year?”, the answer is to invest whatever amount you can afford!

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