1. Phantom Stock: What Is It?
2. Why Do Companies Use Phantom Stock?
3. Form and Structure of Phantom Stock
4. Why Is Phantom Stock Important?
5. Reasons to Consider Not Using Phantom Stocks
6. Reasons to Consider Using Phantom Stock
7. Frequently Asked Questions About Phantom Stocks

Updated July 8, 2020:

Phantom Stock: What Is It?

Phantom stock is an employee benefit where selected employees receive benefits of stock ownership without the company giving them actual stock. It is worth money just like real stock, and its value rises and falls with the company's actual stock (or what the company is valued at, if it's not a publicly traded company). Employees are paid out profits at the end of a pre-determined length of time.

Also known as shadow stock , simulated stock , or phantom shares , phantom stock is provided as a bonus for hard work and longevity. One form of phantom stock is Stock Appreciation Rights.

There isn't one exact definition of what phantom stock is or how companies use it. The term can apply to any reward that takes time to mature. Usually, the award is for a specific number of units, or phantom shares, that follow the price of the company's actual shares — going up as the company is worth more and down as it's worth less.

Each phantom stock plan has a plan charter. This charter dictates the vesting schedule. If there are goals or tasks that participants must accomplish in order to vest, the charter outlines what these are and what the participants will receive. It also states voting rights, if any. If the phantom stock can be converted to actual shares in the company upon payout, the charter will outline how this is done.

Why Do Companies Use Phantom Stock?

Providing employees with company stock can provide many benefits, including motivating employees to work harder so the company is successful and stock prices go up. This system encourages loyalty to a company. Employees feel invested, which makes it less likely that they'll seek new opportunities elsewhere.

However, even with these incentives, phantom stock might be a better option for employers in certain situations:

  • When there are legal concerns.
  • When the company is unwilling to issue additional shares.
  • To prevent diluting stock by giving it to many employees, which may influence voting control.

Providing phantom stock allows the company to reward employees for hard work without worrying about the above problems.

Most often, phantom shares are used to encourage senior leadership to produce better results. The number of shares awarded will depend on how high up the leader is in the organization and how well his or her team has performed. Though the promise of the money is given today, the benefits are long-term, paying out after two, three, or five years, depending on the term that the company sets. It can also be contingent on accomplishing a specific goal or task.

Form and Structure of Phantom Stock

There are two types of phantom stock that most companies use:

  • Appreciation only
  • Full value

Appreciation Only

When companies use appreciation-only phantom stock, recipients don't receive the current value of real stock when they cash out their phantom stock. Instead, they receive anything above and beyond what the phantom stock was worth when it was granted.

For example, let's say that Bob was granted 500 phantom shares on June 5, 2020. When the shares were granted, they were worth $60.50 each. In order to receive the benefit of these shares, Bob needs to stay with the company for five years. At that time, on June 5, 2025, the shares are worth $85.25.

For each of Bob's shares, he'll get the difference between the current value ($85.25) and the initial value ($60.50), which is $24.75 per share. Multiply that by 500 shares, and Bob's bonus ends up being $12,375.

Full Value

Where appreciation-only phantom stock pays out the difference between the shares' initial value and their current value, full-value phantom stock pays out exactly what it's worth.

For example, let's say that Mary is granted 500 phantom shares on June 5, 2020, for the company she works for. Coincidentally, the stock for her company is also worth $60.50 a share, and she also has to wait five years for them to mature. Once those five years have passed, the shares are (strangley enough) also worth $85.25.

However, unlike Bob's phantom shares, Mary's are worth the full value — which means she's paid out the full $85.25 per share and gets a bonus of $42,625. Go Mary!

Why Is Phantom Stock Important?

For employees, phantom stock rewards the time and effort they invest into the company. When phantom stock matures, companies will either pay employees the cash value of the shares or, less often, convert the phantom shares into actual stock.

For company owners, phantom stock can help grow their business. Strong leadership is essential to a company's success, and replacing senior leadership can be expensive. Phantom stock gives top employees a reason to stay and help the company succeed.

Phantom shares could be granted every year, even if they take five years to mature. This means that once leaders have been at the company for five years, they can expect to benefit from these rewards annually. On the other hand, if they leave the company before the shares mature, they will not receive any of those rewards.

Reasons to Consider Not Using Phantom Stocks

Phantom stock is not a good idea if the company is planning on issuing them to most or all employees, especially if the shares will be paid out when the employee leaves the company or retires. In that case, phantom shares may be ruled illegal because of the Employee Retirement Income and Security Act ( ERISA ). Employee stock ownership plans (ESOP) and 401(k) plans are qualified plans that are considered legal under ERISA. However, ERISA prevents non-qualified plans to act like qualified plans, and phantom stock, if given to a large percentage of employees, may be seen as a non-qualified plan.

Companies should also make sure they're in compliance with Internal Revenue Code Section 409A . This addresses executives that might be tempted to accelerate distributions because of knowledge that the company is nearing financial collapse. When setting up a phantom stock plan, this code must be followed — including the guidelines for when distributions can happen and what the terms of the plan must be.

Depending on the situation, phantom stock might not be your best option. Phantom stock only benefits employees if the company grows; issuing phantom shares when you don't foresee growth in the near future could backfire and lower morale. Additionally, some employees may get more excited about having actual shares in the company, which can be kept for years to come, than having phantom shares

Reasons to Consider Using Phantom Stock

Despite the above challenges, phantom stock definitely has its advantages:

  • Little to no complications. Phantom shares are only paid out if the employee meets certain terms. If an employee leaves the company before those terms are met, the phantom stocks disappear. If the company had used actual stock, those would have to be repurchased, which would make things more complicated.
  • No voting rights. Since phantom shares are not the same as real stock, you don't have to worry about employees voting down key decisions, such as selling the company.
  • Invested employees . Even without voting rights, employees will still be invested in the company because its when the company succeeds, stock prices (and therefore the value of phantom sahres) will rise.
  • Less expensive. Setting up a phantom stock bonus plan is much less expensive than setting up an ESOP, and when you're running a business, anything that saves you money is a good thing.
  • More flexibility. Phantom stock plans can be used in privately held companies and public ones, in small and large companies, in LLCs and C Corporations , and even in non-profit organizations to some extent.
  • No taxes are owed till the stocks mature. When company stocks are given to an employees, even if they have to hold onto them for a specific term, it's considered taxable income. Phantom stock doesn't have this issue and is not considered income until the bonus is paid out.

As long as phantom shares are created according to the applicable laws, including ERISA and IRS Code 409A, they bring a lot of advantages with them.

Frequently Asked Questions About Phantom Stocks

  • What are the differences between phantom stocks and an ESOP? An ESOP is a qualified retirement program, similar to a pension plan. Though stocks are involved, the employee doesn't usually gain ownership of the shares. Instead, a specific number of shares is awarded to each employee, and when it's time for that employee to retire, the shares are cashed out. The value of those shares increases and decreases as company stock increases and decreases because they are actual shares. All employees in a company are eligible for this plan, similar to a 401(k). Even so, having an ESOP in place is like having a second set of owners that need to approve key decisions, such as selling the company. Phantom stocks are only given to a small percentage of employees. Most commonly, this group is the core leadership team. Here, the employee never actually owns shares either, but where the shares do actually exist with an ESOP, they don't with phantom stock. There is also more flexibility regarding how and when phantom stock can be cashed out. Until that point, phantom stock is not actually equity.
  • What are the differences between phantom stocks and stock appreciation rights? Stock appreciation rights (SAR) and phantom sharesare very similar, but there are some key differences you should be aware of:
    • SARs are for the amount of money equal to the increase in value of a specific number of shares over time.
    • They may or may not have a specific date when they pay out.
    • If they don't, employees can choose when they want to cash out once the shares vest.
    • SARs don't offer dividend-equivalent payments.
    • They are often granted along with stock options in order to help finance the purchase of options or to pay tax if any is due.
    There's a lot of flexibility when it comes to SARs, which means that there are also a lot of decisions to make with things like vesting rules, eligibility, and who gets how much. The main differences between SARs and phantom shares are that phantom shares have the possibility of offering dividend-equivalent payments and that they are dependent on performance criteria.
  • What companies should consider a phantom stock program? If you're unsure whether a phantom stock program is right for your company, here are some key things to consider:
    • Does your company expect growth? The only way that this program will work is if growth is expected in the coming years.
    • If there is projected growth on the horizon, will it work to share 5 to 15 percent of that growth with employees?
    • Will the amount of money that you are able to share be enough that it is meaningful to your employees?
    • Are there key employees who are essential to the successful growth of your company?

    Once you've considered the answer to these questions, you should have a better idea of whether a phantom stock program would benefit your company.

  • What happens to phantom stock if the company is sold? If a business is sold, employees that own phantom stock receive money that is equal to the amount they would have received had they owned actual stock in the company. For that reason, it's financially beneficial to employees to own phantom stock, as they don't need to worry about dilution.
  • Do phantom stocks take dividends into account? It depends on how the phantom stock plan is set up, but they definitely can include divident payments to phantom shareholders, which is a great benefit to owners of said phantom stock.

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