Review your employee share scheme before inconsistencies become expensive

The issues are often less about the scheme name and more about mismatch. We commonly see plan rules that no longer match current grant documents, leaver provisions that are hard to apply consistently, vesting terms that have been handled differently across participants, or approvals and records that are incomplete. Another frequent issue is drift between what the documents say and what managers have told staff in practice. The practical working model can be just as important as the contract wording, so the review looks at both the paperwork and how the scheme has actually been run.

A review is usually the better fit when you already have a scheme in place but want to know whether it still works properly. That often happens after investment rounds, changes to leadership, rapid team growth, internal amendments, or a period where grants were handled informally. Rather than replacing everything immediately, a review helps you see whether the existing structure can be corrected with targeted updates or whether a fuller redesign is worth considering. If the scheme has history, side arrangements or inconsistent administration, reviewing first is often the more sensible starting point.

It is generally suited to UK companies that already use shares, options or similar equity incentives for employees or key team members and want a broader legal check of the current arrangement. Some businesses book this service before issuing more grants, others before due diligence, fundraising or a company restructure. It can also be useful where different participant groups have been treated differently over time. If you are still at the idea stage and have not yet put a scheme in place, a setup service is usually more appropriate than a review of existing materials.

Yes, it can matter a great deal. Eligibility wording, grant terms and the way awards are described can create different issues depending on who is participating and how they are engaged. A scheme that works neatly for employees may raise different questions when consultants, advisers or founders are included, especially if the documents use one set of assumptions for everyone. Part of the review is checking whether the participant categories, grant mechanics and supporting records make sense together. That does not mean every mixed scheme is problematic, but it does mean the detail needs careful checking.

The most useful starting point is the current scheme rules, any option or award agreements, board or shareholder resolutions connected with the scheme, and a short explanation of how grants are actually made and managed. It also helps to provide employee communications, vesting schedules, leaver treatment, exercise processes and details of any company changes that may affect the scheme. The more complete the picture, the more precise the review can be. If records are patchy, we can still review what is available, but we may need to flag where missing information limits the conclusions.

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They'll send you a fixed fee quote outlining costs, scope, and timing. If you're happy, you can accept and sign our engagement letter online. Once that's done, we'll connect you with an expert lawyer who will complete your project via email, phone, or video chat, with the timing confirmed in your quote.

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At Sprintlaw, our pricing is transparent and designed for startups and small businesses. Many one-off legal services, including document drafting and reviews, are provided for a fixed fee with an upfront quote before you proceed.

Prices typically range from £100 to £1,500 depending on the complexity and scope of the work. For ongoing support, Sprintlaw Memberships include options such as legal templates, consultations, a legal helpline and credits for services.

If your project is larger or more complex, we will provide a tailored quote after understanding what you need.

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