EMI ready: 90‑day roadmap

Frequently asked questions

• Can we run EMI alongside our existing equity schemes?

  Yes – many larger companies operate EMI alongside CSOP, unapproved options or growth shares.

  EMI can be introduced for qualifying UK employees while existing schemes continue for other groups. The key is ensuring everything works together within a single, coherent equity structure.

   

• What happens to our existing share options if we move to EMI?

  Introducing EMI doesn’t require a one-size-fits-all approach. You can retain existing grants and layer EMI on top, or take the opportunity to simplify and align your equity structure through regrants or restructuring.
  
  Many companies use EMI as a way to evolve their equity strategy rather than replace it overnight.

• How do we explain EMI to stakeholders internally?

  Start with the “why,” not the mechanics. For leadership and the board, focus on alignment, retention and scalability. For employees, focus on ownership, potential upside, and what it means for them personally.

  A well-explained scheme builds trust and engagement; a poorly explained one creates confusion and missed impact.

• How does Vestd simplify managing EMI as we scale?

  Vestd brings your EMI scheme into a single, centralised platform – from cap tables and option grants to valuations and compliance.
  
  As participation grows, this reduces reliance on spreadsheets, improves visibility for stakeholders, and ensures your equity data stays accurate, accessible and audit-ready.

• What are the benefits of EMI compared to other share schemes?

  EMI is widely considered the most tax-efficient share option scheme available to UK companies. It offers favourable tax treatment for employees, flexibility in how options are structured, and the ability to grant meaningful equity stakes.
  
  For growing companies, this makes EMI a powerful tool for attracting, retaining and incentivising talent – particularly compared to more restrictive alternatives.