Remote work is here to stay, and for startups, that means you’re likely managing a globally distributed team. Offering equity to remote employees can be tricky—how do you navigate the legal, tax, and logistical challenges when your team is scattered across countries?

Equity compensation for remote teams is a different ballgame, especially when you’re dealing with multiple jurisdictions. For example, offering stock options in the UK is very different from doing so in the U.S. or EU countries. There are different tax implications, legal frameworks, and local regulations to navigate. But here’s the thing—equity is one of the best ways to make remote employees feel truly part of the team, regardless of location. The key is to ensure compliance and clarity from day one.

Let’s say you have an employee based in Spain and another in the U.S. The tax treatment on their options will differ, and so will the laws on granting and exercising those options. You’ll need to navigate the U.S. IRS 409A valuation for stock options, while in Spain, employees will be taxed when they exercise their options. Without the right tools, this can quickly become a nightmare.

WE.VESTR simplifies this complexity by helping you set up compliant equity plans for remote teams, regardless of where they’re based. Our platform ensures that your global team’s equity is in line with local regulations, giving you and your employees peace of mind.

Offering equity to a global team doesn’t have to be a headache, let WE.VESTR handle the complexities.