Context
WorkMotion does not offer VSOP or ESOP, what we do is enable customers to offer a stock option plan to their WorkGlobal talents.
As WorkMotion is the legal employer we effectively need to authorise customers to offer ESOP/VSOP to their talents directly, to do this customers need to accept the terms and conditions related to this on the platform.
Talk Track
VERSION 1: SHORT (Quick Call Response)
Pillars: Transparency, Compliance
Clients can absolutely offer stock options to talents employed via our Employer of Record (EOR) solution. WorkMotion is the legal employer, so we simply need your acceptance of the ESOP or VSOP terms on our platform. Once agreed, you retain full control of the stock option plan, and we remain outside the legal obligations. This keeps the process clean, compliant and straightforward.
VERSION 2: MEDIUM (Standard Conversation)
Pillars: Transparency, Effortless, Trust
Offering stock options is a powerful part of your talent strategy, and we make it possible for you to extend these plans to employees hired through the Employer of Record (EOR) model. Because WorkMotion is the legal employer, we need to formally authorise you to provide ESOP or VSOP grants directly. This is handled through a clear acceptance flow on our platform.
Once that is in place, the stock option plan is entirely between you and your employee. WorkMotion does not take on any legal or financial obligations relating to the plan. This allows you to maintain full autonomy over vesting, conditions and administration, while ensuring the setup remains compliant and clearly structured.
VERSION 3: LONG (Full Narrative)
Pillars: Compliance, Transparency, Effortless
Thank you for raising this, because stock option plans are often central to both attracting and retaining high performers. With the Employer of Record (EOR) model, the challenge is that WorkMotion is the legal employer, which means the arrangement needs to be structured carefully. Our goal is to give you full freedom to offer ESOP or VSOP packages to your international employees without adding complexity or legal uncertainty.
Our solution is straightforward. We enable you to grant stock options directly to your employee, while ensuring that WorkMotion has no legal obligations associated with the plan. To achieve this, we provide a dedicated acceptance flow on our platform. By agreeing to these terms, you formalise the authorisation needed to issue stock options independently.
Once in place, you retain complete control. Vesting schedules, eligibility, plan rules and communication stay between you and your employee, as they would with any member of your team. WorkMotion remains entirely outside the administration of the plan. This approach ensures a clean separation of responsibilities, full compliance and a frictionless experience for both you and your talent.
In practice, this means you can offer competitive, globally consistent incentives without compromising the structure of the EOR relationship. It gives you the strategic flexibility to reward your employees, wherever they are based, while maintaining legal clarity and operational ease.