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In deferred-payment plans, profit shares may be paid into a managed fund from which employees can draw later. Employers usually prefer a profit-sharing plan to wage increases or cost-of-living adjustments because the profit-sharing distributions are made only if a profit is earned—which means that the company is more able to afford the distribution.

Equity Sharing vs Profit Sharing | Equity Sharing

Profit-sharing plans also benefit employers by giving workers a direct incentive to increase their productivity. Profit sharing. Info Print Cite. Submit Feedback. Thank you for your feedback. See Article History.


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Companies can update their plans as needed , but this should be done with proper oversight, The Balance says. Profits can either be shared in the form of stocks and bonds or a cash amount. There are two types of profit sharing plans: cash and deferred. When contributions are deferred to individual employee accounts, this is referred to as a deferred profit sharing plan.

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When a company utilizes a cash plan, it is generally considered a type of employee bonus, while deferred plans are intended to supplement other benefits. For employers, the main benefits of profit sharing stem from employee motivation.

It can help organizations secure and retain talented employees, and can be a motivating factor that can increase productivity and loyalty. And because a profit must exist before it is distributed among employees, profit sharing may be less risky than outright bonuses.

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Compensation: Incentive Plans: Profit Sharing

Profit sharing can also increase the ownership employees feel in regard to their jobs because they are sharing in the profits they create for the company. The costs rise and fall with revenue as well , HR-Guide says, which is another benefit.

There are potential disadvantages to profit sharing. For example, profit sharing could incentivize bad behavior, with employees prioritizing profitability over quality. Know your objectives. Before developing a plan, define your objectives. Is it employee recruitment? Do you want liquidity for your equity? Do you want to boost production? Or perhaps you want a little of everything. The answers will help you choose the right plan for your company. Know your industry. Old-economy businesses may have actual profits to share.

5 Benefits of Employee Profit Sharing Programs

New-economy enterprises may be years from that, so stock options carry more appeal. If your workforce is young and well-educated, immediate stock awards provide more motivation. Older workers may be more interested in plans geared toward retirement. Know the stage of development of your business.

1. Tax benefits

At the startup stage, a company may want to protect cash and offer stock options. At a rapid-growth or mature stage, when a company has become profitable, stock-option awards, cash and stock bonuses, or profit sharing become possible.

Shawn O. Higley CPFA, CRPC, NQPA, AIF

Various profit-sharing strategies, advantages and disadvantages: Performance-based incentives: Direct cash and bonuses — Employees are paid extra for a certain level of performance, either individually or on a company-wide level. The employer deducts the payment as a business expense, and the employee pays income tax on it. Deferred compensation plans — The employer contributes the bonus to a pension trust and deducts the contribution.

The employee pays income tax on the contribution when the money is received from the trust. Research indicates that cash bonus plans are better productivity motivators than deferred compensation plans, presumably because of the immediacy of positive behavior reinforcement Profit Sharing by Douglas L. Kruse, W. Upjohn Institute for Employment Research, Stock options — Widely used by early-stage companies in rapidly growing markets.

The company gives employees the right to buy shares at a set price during a specified time period. The employee faces no obligation to exercise the option and no financial risk — or actual benefit — until the option has been exercised.


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Stock-option availability must be offered as a bonus in order to be considered a profit-sharing plan. If availability is equal to all or based on salary, then it is just a perquisite, not a profit-incentive plan. Advantages to performance-based incentives: Flexible and relatively inexpensive to implement.