Casey Fenton
June 19, 2023
As we navigate through unprecedented economic uncertainty, layoffs have unfortunately become a common headline. But what often goes unmentioned is the equally unsettling trend of equity terminations that accompany these layoffs. Most of the laid-off employees would face complications with their vested or unvested equity. If you're a company owner or manager, this should ring alarm bells—not just for ethical reasons, but for legal ones as well.
Let's be honest: Terminating an employee who holds equity in your company is a delicate, complex process. Not only do you have to navigate the emotional and operational challenges, but you also have to ensure that your actions stand up to both ethical and legal scrutiny. So how can you manage this with grace, transparency, and within the confines of the law?
The inevitability of equity terminations often lurks in the background, a proverbial elephant in the room that no one wants to acknowledge until it's absolutely necessary. The causes can be manifold and sometimes a mix of several factors. Here are some scenarios where the unfortunate but unavoidable decision might have to be made:
When a company pivots its business model, this often involves changes in team structure and skillsets required. In such cases, certain roles might become redundant, leading to terminations that could include employees holding equity.
It's not always about the skills or the numbers; sometimes, it's about the culture. Employees who significantly misalign with the company culture can create an environment that hampers productivity and team morale. When these issues become chronic and irreparable, termination may be the only option left.
While internal conflicts are common in any organization, sometimes the discord reaches a point where it becomes detrimental to the company's well-being. In such cases, especially if one or more of the conflicting parties hold equity, termination may be inevitable to preserve the larger organizational health.
New laws or regulations could mandate alterations in the company's structure or operation that make certain roles obsolete. If you find yourself in a position where regulatory changes necessitate layoffs, then you're in a difficult spot where equity terminations might be unavoidable.
At the end of the day, everyone has to meet certain performance standards. If an equity-holding employee consistently falls short, despite interventions like performance improvement plans, it may be necessary to consider termination.
Violations of company policies or ethical codes are often non-negotiable grounds for termination, regardless of an employee’s stake in the company. Upholding the integrity of the organization is paramount and could require taking such drastic steps.
While this is a more straightforward reason, it's crucial. If the company is facing financial difficulties and needs to reduce overheads, equity terminations may become an unfortunate but essential part of a broader downsizing strategy.
When facing any of these scenarios, it's vital to weigh the long-term implications for your company against the short-term difficulties of an equity termination. This is not just a matter of letting an employee go; it's about ensuring that the remaining team can continue to function and thrive.
Understanding when an equity termination is inevitable helps you prepare for the next steps, which involve navigating the complexities of legal compliance and transparent communication. Because it's not just about making the tough call; it's also about how you handle it that defines your company's integrity and future.
Here's where things get complicated. You might think that if an employee is laid off, their equity should naturally be compensated. This isn't always the case. Equity plans are governed by specific agreements that spell out how equity will be handled upon termination. Sometimes, employees forfeit their equity; other times, they are entitled to purchase vested shares. Always consult the shareholder agreement and your legal team before making any assumptions or commitments.
Transparency is an essential practice, especially when you're dealing with something as sensitive as equity terminations. It sets the stage for ethical conduct and can mitigate risks. But how can you maintain transparency throughout the entire process?
By adhering to these principles and steps, you not only navigate the murky waters of equity terminations more effectively but also build a culture of openness and respect. It's a challenging process, but your attention to transparency will pay dividends in the long term, both in terms of your reputation and legal standing.
Navigating the legal maze during an equity termination is necessary. Here's how you can ensure you're on the right track:
Have your legal team review the specifics of the situation to identify any potential liabilities.
Ensure that the termination follows every outlined procedure in the employee's contract and the company’s policies.
Consider involving a neutral third party to oversee the termination process, which adds an extra layer of fairness and can mitigate legal risks.
Offer a final settlement that complies with the legal terms of the equity agreement, and ensure this is documented.
Post-termination, you'll likely need to address the redistribution of the terminated employee's equity, which may go back to the company pool or be distributed among remaining employees. This should be conducted under the guidance of your legal and financial teams.
Wisdom often comes from experience, and in the realm of equity terminations, this is particularly true. While you can't turn back time, you can certainly leverage past experiences to better handle future scenarios. So, what are some specific ways you can learn from previous equity terminations?
Once the dust has settled, bring together key personnel involved in the termination to dissect the process. What went well? Where were the bottlenecks? Did you maintain the level of transparency you aimed for?
Review the legal aspects of the termination. Were there any gaps in documentation? Did you encounter any issues that could have been better navigated with different legal advice?
If appropriate and in line with your company culture, consider conducting an anonymous survey among remaining employees to gauge how the termination was perceived. This can reveal whether the process was transparent and fair in the eyes of your team.
Sometimes, an outsider's perspective can offer invaluable insights. Consult with external advisors or mentors who can provide a different viewpoint on how the termination was handled.
Investigate how the termination impacted the company's financial standing. Did it involve significant costs or perhaps lead to a redistribution of shares that affected the company’s valuation?
If the terminated employee held a significant amount of equity, examine how this change was received by other shareholders. This can be a vital learning point for handling future terminations involving substantial equity stakes.
Based on what you've learned, update company policies and procedures as needed to handle future equity terminations more effectively.
Incorporate the lessons learned into training programs for HR personnel and management. This can be particularly helpful for those who might not have firsthand experience dealing with equity terminations.
Convert your experiences into documented case studies that can serve as references for future terminations. This repository can be an invaluable resource for your HR team and senior management.
Keep records of any legal challenges or issues that arose and how they were resolved. This can help you prepare better legal defenses in the future.
Handling equity terminations is a multifaceted challenge requiring delicate balancing of legal compliance and ethical responsibility. By being proactive, consulting your legal team, and maintaining transparent communication, you can navigate this challenging process with the least amount of friction and risk.
Equity terminations are never easy, but with proper preparation and a commitment to transparency and legal compliance, you can manage them in a way that protects both your company and the terminated employee's rights. So be diligent, be fair, and above all, be prepared.
Alternatively, you may consider converting your current equity compensation model to a more flexible one that is tailored to cushion the impact of terminations. Book a demo with Upstock today and discover ways in which RSUs can be designed with clawback provisions and special clauses to ensure a win-win situation for both your company and your workforce.
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