BoardRoom Malaysia https://www.boardroomlimited.com/my/ Smart Business Solutions Fri, 05 Apr 2024 05:14:08 +0000 en-US hourly 1 https://wordpress.org/?v=6.4.3 https://www.boardroomlimited.com/my/wp-content/uploads/sites/2/2018/10/favicon-60x60.png BoardRoom Malaysia https://www.boardroomlimited.com/my/ 32 32 Ultimate Guide to E-invoicing in Malaysia https://www.boardroomlimited.com/my/2024/04/05/ultimate-guide-to-e-invoicing-in-malaysia/ Fri, 05 Apr 2024 05:00:04 +0000 https://www.boardroomlimited.com/my/?p=8754 Explore Malaysia's e-invoicing setting with our comprehensive guide, covering regulations, benefits, and integration solutions for businesses.

The post Ultimate Guide to E-invoicing in Malaysia appeared first on BoardRoom Malaysia.

]]>

In the digital era, e-invoicing is transforming business processes, boosting efficiency, and ensuring regulatory compliance. Malaysia’s adoption of this digital shift highlights the importance for businesses to understand the details of e-invoicing.

What Is E-invoicing and Why Is It Important?

E-invoicing enables the digital exchange of invoices between suppliers and buyers, eliminating paper-based processes. It makes transactions smoother, reduces errors, enhances transparency, and promotes cost savings.

Overview of E-invoicing in Malaysia

The Malaysian government’s e-invoicing mandate, powered by PEPPOL, modernises tax administration and promotes seamless electronic invoice exchange. The Malaysian Inland Revenue (LHDN) has confirmed the e-invoicing implementation will start on 1 August, beginning with businesses with annual turnover of more than RM100 million.

The timeline for all businesses is shown in the table below:

Annual Revenue of businesses Implementation Date
Businesses with annual turnover more RM100 million 1 August 2024
Businesses with annual turnover of more than RM25 million and up to RM100 million  1 January 2025
All businesses  1 July 2025

Businesses can also voluntarily participate in the implementation at an earlier date, regardless of annual revenue.

E-invoicing in Malaysia

Benefits of E-invoicing

E-invoicing provides numerous benefits for businesses and governments:

  • Improved efficiency and cost savings
  • Enhanced accuracy and transparency in financial transactions
  • Simplified invoice processing and payment cycles
  • Reduced environmental impact through paperless transactions
  • Strengthened regulatory compliance and audit trails

Understanding E-invoicing Regulations in Malaysia

Malaysian Inland Revenue Board (IRB)
The IRB oversees e-invoicing initiatives and ensures compliance with tax laws through collaboration with government agencies and stakeholders.
Taxpayers
Businesses and individuals must adhere to regulatory requirements by generating, transmitting, and archiving e-invoices.
E-invoice Service Providers
These providers facilitate seamless e-invoice transmission and integration with accounting systems while complying with standards.

Choosing the Right E-invoicing Solution: Portal (MyInvois) vs. API

MyInvois allows for manual creation of e-invoices or bulk upload of e-invoices in a predefined template via the web portal, while API allows for the automated generation of e-invoices in XML/JSON format. MyInvois is suitable for businesses with low to moderate volumes, while APIs offer scalability for high volumes.

Some factors to consider when deciding between MyInvois and API are:

  • Transaction volume
  • Technical capability and readiness
  • Cost of integration
  • Customisation needs

Integration with Existing Accounting and ERP Systems

APIs provide real-time synchronisation and centralised management for efficient data exchange and interoperability to ensure seamless integration with current systems.

Choosing an E-invoice Service Provider

Select a reputable provider with a proven track record, robust infrastructure, and compliance. Consider reliability, security, support, and scalability when choosing an e-invoice service provider.

Understanding E-invoicing Regulations in Malaysia

Preparing for a Smooth Transition

Transitioning to e-invoicing requires careful planning and preparation to ensure success. Businesses must consider these key factors to make the transition smooth and maximise the benefits of digital invoicing.

    Technology
    Check your technology infrastructure’s compatibility with e-invoicing solutions. Identify areas for improvement to incorporate digital invoicing effectively.
    Resources
    Assess the resources you have, like staff, money, and time, needed for e-invoicing projects. Use them wisely to handle challenges during setup and to keep things running smoothly.
    Processes
    Review current invoicing processes to identify inefficiencies. Optimise the process by improving how things flow and using the best methods for e-invoicing.

    Training Employees on E-invoicing

    Effective communication is vital during the e-invoicing transition. Engage with suppliers and customers to address concerns, promote adoption, and ensure successful implementation.

    Training Employees on E-invoicing

    Best Practices for Success

    Streamlining Workflows
    Automate tasks, reduce processing times, and optimise workflows for efficiency.
    Ensuring Data Integrity
    Implement validation mechanisms, regularly audit data, and maintain accuracy.
    Archiving Requirements
    Adhere to regulatory standards, ensure secure storage, and enable easy retrieval.
    Managing Compliance
    Stay updated on regulations, establish controls, and conduct audits for compliance.
    Leveraging E-invoicing
    Utilise insights for cash flow management, explore tax incentives, and automate tax compliance.

    Future of E-invoicing in Malaysia

    As Malaysia advances digitally, the future of e-invoicing promises significant opportunities for businesses and tax administration.

    Upcoming Changes and Developments

    Stay informed about evolving e-invoicing regulations and technology. Anticipate changes in compliance requirements, industry standards, and government initiatives.

    Impact on Businesses and Tax System

    E-invoicing will revolutionise business processes, fostering efficiency, transparency, and savings. With e-invoicing, businesses will be able to make improve operations, enhance collaboration, and exchange real-time data with tax authorities.

    Opportunities and Challenges

    E-invoicing offers workflow optimisation, improved cash flow, and revenue growth. Address challenges such as technology integration, data security, and compliance through strategic planning and collaboration with trusted e-invoicing partners.

    Unlocking the Benefits of E-invoicing

    With the e-invoicing mandate by the Malaysian government, businesses can unlock the following benefits :

    Effortless Compliance
    Adhere seamlessly to e-Invoicing mandates and PEPPOL standards.
    Error-Free Automation
    Automate invoice creation, validation, delivery, and archiving to eliminate errors.
    Seamless Integration
    Integrate smoothly with existing ERP and business applications.
    Enhanced Visibility & Control
    Gain real-time insights into invoice status and ensure timely payments.
    Cost Savings & Efficiency
    Digitise and automate invoicing to save time and resources.
    Secure & Compliant
    Utilise PEPPOL’s secure framework and ensure compliance with data security.
    Mylnvois Integration
    Connect seamlessly with IRBM’s Mylnvois system for API-based e-invoice transmission.

    How Can BoardRoom Help You?

    BoardRoom offers the following services to get your business ready for e-invoicing:

    In-depth gap assessment analysis and gap closure strategy

    • Gap assessment analysis will cover invoice format revision, requirement of self-billing e-invoice, transactions with buyers (B2B & B2C), assessment of legal documents, contracts and employment contracts.
    • Gap closure strategy will be formulated to ensure smooth transition to e-invoicing and provide detailed recommendations and action plans.

    Project management services

    • Besides analysis and planning, implementation and technical support, BoardRoom also provides post-implementation evaluation to propose improvements for on-going enhancements.

    E-invoicing Workshops

    • Training on overview of e-invoicing, e-invoice initiative and tax implication, accounting and human resource matters, and awareness, compliance & implementation Strategy  

    Monthly retainer and Ad-hoc consultancy service

    • BoardRoom can be engaged to provide consultancy service on e-invoicing on a monthly retainer or ad-hoc arrangement.

     

    Contact BoardRoom for an effortless transition to e-invoicing and maximise your benefits.

    Related Business Insights

    The post Ultimate Guide to E-invoicing in Malaysia appeared first on BoardRoom Malaysia.

    ]]>
    How to Conduct Effective ESG Due Diligence in Malaysia https://www.boardroomlimited.com/my/2024/03/22/how-to-conduct-effective-esg-due-diligence-in-malaysia/ Fri, 22 Mar 2024 09:20:04 +0000 https://www.boardroomlimited.com/my/?p=8715 ESG due diligence is key to assessing and mitigating ESG risks. Read about the benefits and how to implement an effective ESG due diligence.

    The post How to Conduct Effective ESG Due Diligence in Malaysia appeared first on BoardRoom Malaysia.

    ]]>

    Businesses today face increasing pressure and expectations from their stakeholders to operate responsibly, ethically, and sustainably. This means that they not only need to consider the financial implications of their activities but also the environmental, social, and governance (ESG) aspects. These factors can have significant impacts on the long-term success and viability of a business.

    How can businesses ensure that they are addressing the ESG aspects of their activities comprehensively and effectively? How can they identify and evaluate the ESG risks and opportunities that they face and take appropriate actions to mitigate the risks or capitalise on the opportunities? How can they demonstrate and communicate their ESG performance and progress to their stakeholders? This is where ESG due diligence comes in.

    What is ESG?

    ESG stands for Environmental, Social, and Governance. These are the three main categories of criteria that measure the sustainability and ethical impact of a business.

    ESG criteria can help investors, customers, employees, and other stakeholders evaluate how an organisation performs on the following aspects:

    Environmental
    This refers to how a business protects the environment and minimises its negative effects on natural resources, climate, and biodiversity. Some examples of environmental criteria are greenhouse gas emissions, energy efficiency, waste management, and water conservation.
    Social
    How does a business treat its people and the communities where it operates? The social criteria answer this question by looking at aspects such as labour standards, human rights, diversity and inclusion, health and safety, and customer satisfaction.
    Governance
    A business that manages and governs itself with integrity and transparency is more trustworthy and accountable. The governance criteria help measure this by looking at elements like board structure, executive compensation, business ethics, anti-corruption, and transparency.

    ESG criteria are not fixed or universal but rather depend on the industry, market, and context of each business. Different stakeholders may have different expectations and preferences for ESG performance and disclosure. Therefore, companies need to conduct ESG due diligence to identify and address the most relevant and material ESG issues for their operations and stakeholders.

    Due diligence

    What is Due Diligence in ESG?

    Due diligence in ESG is the process of identifying, evaluating, and addressing a business’s ESG risks and opportunities. Organisations may do this for various purposes, such as mergers and acquisitions, investment decisions, compliance and reporting, and stakeholder engagement. It helps them understand their ESG performance, liabilities, and potential and align their ESG strategies, policies, and practices with the best practices and standards in their industry and market. Due diligence in ESG also assist companies in demonstrating and communicating their ESG commitment and contribution to their stakeholders and the wider society.

    What Are the Steps Involved in ESG Due Diligence?

    ESG due diligence can vary depending on the scope, objective, and context of the process.

    However, a general framework for ESG due diligence can consist of the following steps:

    Scoping

    Begin by clearly defining the purpose, scope, and timeline of the ESG due diligence Identify key ESG issues, stakeholders, and relevant information sources to shape the direction of the evaluation.

    Screening

    Initiate the process with a preliminary assessment of the business’s ESG risks and opportunities. Prioritise the most significant and relevant issues, setting the stage for further in-depth investigation and necessary actions.

    Assessing

    Delve into a comprehensive analysis of the business’s ESG performance, identifying gaps and potential areas for improvement. Verify collected ESG information, benchmark against industry standards, and assess alignment with best practices to provide a thorough evaluation.

    Implementing

    Translate findings into a proactive ESG action plan. Develop and implement strategies based on the evaluation, outlining clear goals, indicators, and targets. Allocate resources and responsibilities strategically to ensure effective execution of the action plan.

    Monitoring and reviewing

    Keep a vigilant eye on ESG performance, tracking progress and impact. Regularly review and assess results and communicate outcomes to stakeholders. Adjust and enhance the ESG due diligence process as needed, ensuring continuous improvement.

    Malaysia due diligence process

    What Is the Importance of ESG Due Diligence?

    ESG due diligence is not only a good practice but also a strategic necessity for businesses that want to succeed in the long term.

    It can help organisations to:

    • Enhance their financial performance: ESG due diligence can help businesses identify and capitalise on the ESG opportunities that can improve their efficiency, innovation, and competitiveness. It can also help them mitigate and manage the ESG risks that can affect their profitability, liquidity, and solvency.
    • Strengthen their reputation: ESG due diligence empowers companies to showcase not just their commitment but also their active contribution to ESG concerns valued by stakeholders. It acts as a foundation for building and sustaining trust, loyalty, and satisfaction among stakeholders. Additionally, ESG due diligence serves as a protective shield, averting potential reputational damage and crisis scenarios.
    • Foster their sustainability: ESG due diligence propels organisations towards aligning their operations with ESG principles that support sustainable development. It serves as a guiding force, steering them to create positive ESG impacts. In turn, these benefits not only their immediate stakeholders but also contribute to the broader well-being of the community and the environment.

    Are There Any Tools or Bodies That Help with ESG Due Diligence?

    Various tools and bodies can help businesses with ESG due diligence, including:

    • ESG frameworks and standards: These are sets of guidelines and criteria defining and measuring the ESG performance and impact of a business. Some examples are the Global Reporting Initiative (GRI), the Sustainability Accounting Standards Board (SASB), the Task Force on Climate-related Financial Disclosures (TCFD), and the UN Principles for Responsible Investment (PRI).
    • ESG ratings and indices: These are tools that evaluate and compare the ESG performance and impact of a business. Notable examples encompass the Dow Jones Sustainability Indices (DJSI), the FTSE4Good Index Series, the MSCI ESG Ratings, and the Sustainalytics ESG Risk Ratings. For publicly listed companies in Malaysia, having a strong ESG rating can be a useful tool in demonstrating real sustainability action and compliance with exchange regulations.
    • ESG and auditors: These are professionals who provide ESG due diligence services and advice to businesses. They help enterprises conduct ESG due diligence, develop ESG action plans, and report ESG results and outcomes.

    Common Challenges Faced in ESG Due Diligence

    ESG due diligence is not without its challenges.

    Some of the common challenges faced by businesses in conducting ESG due diligence are:

      Data quality and availability
      Companies face challenges due to scarce, inconsistent, or unreliable ESG data, especially in emerging markets or sectors. This complicates data collection, verification, analysis, and accurate reporting of ESG performance.
      Resource constraints
      ESG due diligence, particularly for SMEs or newcomers, is time-consuming, complex, and costly. Balancing ESG objectives with resource constraints requires careful allocation of resources and expertise.
      Stakeholder engagement
      Managing diverse stakeholders—regulators, customers, employees, suppliers, investors, and communities—in the context of ESG is challenging. Identifying, engaging, and satisfying their varied ESG interests demands a nuanced approach, including handling conflicts and trade-offs.
      Importance of ESG Due Diligence

      How Can BoardRoom Help You with ESG Due Diligence?

      BoardRoom is a leading corporate and advisory services provider in Malaysia and the Asia-Pacific region. BoardRoom can help you with ESG due diligence by offering the following:

      • ESG advisory: As a leading corporate services provider in Malaysia and the Asia-Pacific region, BoardRoom provides ESG expertise in multiple APAC jurisdictions . Tailoring strategies to your needs, BoardRoom assists in designing and implementing ESG initiatives, including due diligence, action plans, and reporting.
      • ESG compliance: BoardRoom helps ensure seamless ESG compliance with local regulatory requirements. BoardRoom also aids in preparing and submitting ESG disclosures, keeping your business aligned with evolving requirements.
      • ESG solutions: Access cutting-edge ESG reporting tool through BoardRoom. Facilitating connections with stakeholders, BoardRoom’s ESG Access enhances collaboration, and incorporate functionalities for reviewing, validating, and auditing. Stakeholders can contribute, review, and endorse reporting timelines, all within one platform. Our entity reporting feature allows you to easily organise users into groups (entities) and control/assign ESG metrics specific to each group, so you can improve decision making, identify growth opportunities and manage group risks. .

      If you are interested in ESG due diligence and how BoardRoom can help you, contact us today for a consultaion.

      Contact BoardRoom for more information:

      Tina Thomas_profile

      Tina Thomas

      Head of Environmental, Social and Governance

      E: info.my@boardroomlimited.com

      T: +60-3-7890 4800

      Related Business Insights

      The post How to Conduct Effective ESG Due Diligence in Malaysia appeared first on BoardRoom Malaysia.

      ]]>
      ESG Reporting 101: A Definitive Guide for Malaysian Companies https://www.boardroomlimited.com/my/2024/03/22/esg-reporting-a-definitive-guide-for-malaysian-companies/ Fri, 22 Mar 2024 09:19:59 +0000 https://www.boardroomlimited.com/my/?p=8718 ESG reporting is a key aspect of sustainability for Malaysian companies. Find out what it is, why it matters, and how BoardRoom can help you do it right.

      The post ESG Reporting 101: A Definitive Guide for Malaysian Companies appeared first on BoardRoom Malaysia.

      ]]>

      ESG reporting is gaining popularity in the business world, especially in the wake of the COVID-19 pandemic and the growing awareness of environmental and social issues. But what exactly is ESG reporting, and why is it important for companies? In this blog, we will answer these questions and provide you with some practical tips on how to do ESG reporting effectively and efficiently.

      What is ESG?

      ESG stands for Environmental, Social, and Governance and constitutes the fundamental pillars for evaluating a company’s performance impact on the environment, society, and its governance structure.

      It encapsulates a diverse array of considerations:

      Environmental
      Scrutinise the company’s management of its carbon footprint, waste, water, energy, biodiversity, and natural resources.
      Social
      Examine the company’s treatment of employees, customers, suppliers, communities, and stakeholders. Evaluate commitments to diversity, inclusion, health, safety, human rights, and customer satisfaction.
      Governance
      Investigate how the company conducts its business with ethics and transparency. Assess measures ensuring accountability, compliance, risk management, anti-corruption, and meaningful shareholder engagement.
      ESG Reporting

      What is ESG Reporting?

      ESG reporting is the process of disclosing and communicating the company’s ESG performance to its internal and external stakeholders. It can take various forms, such as:

      • Sustainability Reporting: A comprehensive document encompassing the company’s economic, environmental, and social performance. It outlines sustainability goals, strategies, and policies.
      • Integrated Reporting: A succinct report that combines financial and non-financial performance. It includes the company’s value creation model, risks, opportunities, and future outlook.
      • ESG Disclosure: A specific report or section focusing on the company’s ESG performance, metrics, and initiatives. This often aligns with recognised frameworks or standards.

      What is the Difference between ESG and Sustainability Reporting?

      While ESG and sustainability are often used interchangeably, they are not the same. Sustainability reporting is the overarching concept that encompasses ESG reporting and covers a wider range of topics beyond ESG factors, including supply chain management, community engagement, human rights and more. On the other hand, ESG reporting is a more focused and measurable approach, assessing and reporting on topics such as carbon emissions, employee diversity, business ethics, etc. to its stakeholders.

      Why is ESG Reporting Important for Companies

      Why is ESG Reporting Important for Companies?

      ESG reporting is not only a matter of compliance or reputation but also a strategic tool that can bring many benefits to companies, including:

      Enhancing trust and credibility
      By showcasing a commitment to sustainability and social responsibility, ESG reporting enables companies to cultivate trust and credibility. Stakeholders, including investors, customers, employees, regulators, and society, witness a transparent dedication to ethical practices.
      Improving performance and competitiveness
      Unveiling ESG risks and opportunities, ESG reporting becomes a catalyst for companies to enhance their market performance and competitiveness. It serves as a dynamic tool to attract and retain talent, customers, and capital, fostering a culture of innovation and sustainable growth.
      Contributing to the global goals
      ESG reporting plays a pivotal role in aligning companies with international aspirations, such as the United Nations Sustainable Development Goals (SDGs) and the Paris Agreement on climate change. It allows companies to showcase their positive impact, emphasising their contribution to global challenges and collaborative solutions.

      ESG Reporting Frameworks

      There are many ESG reporting frameworks and standards available in the market, each with its own scope, methodology, and indicators.

      Some of the most widely used and recognised ones are:

      Global Reporting Initiative (GRI)

      Used by over 10,000 organisations worldwide, GRI is a leading sustainability reporting framework. It offers universal standards and indicators covering economic, environmental, and social aspects, including sector-specific topics. GRI facilitates alignment with other standards like the SDGs, TCFD, and IRF.

      Integrated Reporting Framework (IRF)

      IRF promotes integrated thinking and reporting by connecting financial and non-financial performance. It provides principles guiding the content, structure, and governance of integrated reports, demonstrating how companies create value for stakeholders.

      Sustainability Accounting Standards Board (SASB)

      Focused on ESG disclosure for investors, SASB provides industry-specific standards and metrics, ensuring material, comparable, and decision-useful information. Covering 77 industries across 11 sectors, SASB addresses environmental, social, and governance aspects of ESG.

      Task Force on Climate-Related Financial Disclosures (TCFD)

      TCFD aims to enhance the disclosure and management of climate-related risks and opportunities. Offering recommendations and guidance on governance, strategy, risk management, metrics, and targets, TCFD supports companies and investors in addressing climate-related issues.

      ESG Reporting Best Practices

      ESG reporting can be a complex and challenging process, but it can also be a rewarding and beneficial one.

      Here are some best practices that can help you do ESG reporting effectively and efficiently:

        Define purpose and scope
        Before commencing ESG reporting, clarify your purpose, scope, and objectives. Identify your target audience, stakeholders, and the relevant topics and indicators. Determine the frameworks and standards you want to follow or align with.
        Engage stakeholders
        ESG reporting is a dialogue, not a one-way communication. Engage stakeholders throughout the process, understanding their needs, addressing feedback, and inviting them to join your sustainability journey. Communicate ESG performance transparently.
        Collect and manage data
        Systematically collect and manage qualitative and quantitative data using reliable methods and tools. Ensure accuracy, completeness, timeliness, and comparability. Document data sources, methodologies, assumptions, and limitations. Provide assurance or verification when needed.
        Report and improve
        ESG reporting is an ongoing cycle. Regularly report performance using appropriate formats. Benchmark against peers, industry standards, and best practices. Set goals, monitor progress, and learn from feedback. Continuously improve the ESG reporting process and quality.

        Is ESG Reporting Mandatory?

        In Malaysia, ESG reporting has been made mandatory for all public listed companies since 2016. The Malaysian government and the Securities Commission Malaysia (SC) promote ESG reporting through initiatives like:

        • The Malaysian Code on Corporate Governance (MCCG): This code outlines corporate governance principles for Malaysian companies, including a section on sustainability. It mandates the disclosure of sustainability policies, practices, and performance in annual reports, encouraging an integrated reporting Companies are also urged to use recognised frameworks like GRI standards.
        • The Sustainable and Responsible Investment (SRI) Framework: This framework aims to boost the SRI ecosystem in Malaysia. Providing criteria and guidelines for SRI funds, SRI sukuk, SRI indices, and SRI tax incentives, it supports alignment with SDGs, TCFD, and IRF.
        • The ESG Index Series: This series of indices measures the ESG performance of Malaysian companies using the FTSE4Good Bursa Malaysia Index methodology. Comprising indices like FTSE4Good Bursa Malaysia Index, it serves as a benchmark for investors and companies to assess and enhance their ESG performance.
        Tailored support with transfer pricing in Malaysia

        How Can BoardRoom Help?

        With over 50 years of experience in corporate services, BoardRoom stands as a leading provider in Malaysia, specialising in ESG reporting and sustainability. Whether you require advisory, software, or training, BoardRoom can assist in designing and implementing your ESG reporting strategy. Our expertise extends to aligning your ESG reporting with relevant frameworks and standards, simplifying and automating your ESG reporting process, and tracking and monitoring your ESG performance and impact.

        BoardRoom equips you with the knowledge and skills needed for effective and efficient ESG reporting and sustainability reporting. As your trusted partner, BoardRoom is dedicated to supporting your journey in fostering transparency and responsibility.

        Get a free 7-day trial on our ESG Access reporting software now.

        Contact BoardRoom for more information:

        Tina Thomas_profile

        Tina Thomas

        Head of Environmental, Social and Governance

        E: info.my@boardroomlimited.com

        T: +60-3-7890 4800

        Related Business Insights

        The post ESG Reporting 101: A Definitive Guide for Malaysian Companies appeared first on BoardRoom Malaysia.

        ]]>
        Our guide to Performance Share Plans https://www.boardroomlimited.com/my/2024/03/01/our-guide-to-performance-share-plans/ Fri, 01 Mar 2024 07:28:29 +0000 https://www.boardroomlimited.com/my/?p=8664 What is an employee share option scheme (ESOS), and how does it work? Discover how an ESOS can help your business retain top performers and recruit new talent.

        The post Our guide to Performance Share Plans appeared first on BoardRoom Malaysia.

        ]]>

        Performance share plans (PSPs) are a type of long-term incentive scheme that rewards employees with shares of the company based on the achievement of certain performance goals. In Malaysia, PSPs are becoming more popular among companies as a way to align the interests of employees and shareholders, motivate and retain talent, and foster a culture of ownership and accountability.

        What are Performance Share Plans (PSPs)?

        Performance share plans (PSPs) constitute a type of equity compensation where employees earn the right to receive company shares contingent on meeting or surpassing predefined performance goals across a typically three to five-year period. These objectives span financial, operational, or strategic metrics, such as earnings per share, revenue growth, return on equity, customer satisfaction, or market share. The number of awarded shares hinges on factors like an employee’s role, individual performance, and overall company performance.

        In contrast to stock options that grant the right to purchase shares at a fixed price, performance shares involve no payment from employees. However, these shares are subject to vesting conditions, requiring employees to stay with the company until the performance period concludes and performance criteria are met. Failure to meet targets may result in a reduced share allocation or none at all.

        Understanding Performance Share

        Types of performance metrics used in PSP

        There are three primary performance metrics commonly employed in performance share plans in Malaysia: Total Shareholder Return (TSR), Earnings-Based, and Strategic Goals.

        Total Shareholder Return (TSR) Performance Shares
        TSR performance shares tie the number of awarded shares to the company’s total shareholder return relative to a peer group or market index over the performance period, typically three to five years. For instance, if the company’s TSR ranks in the top quartile, employees may receive 150% of the target shares.

        While aligning employee and shareholder interests, TSR performance shares may be influenced by external factors beyond employee control, including market conditions and investor sentiment. This approach may not necessarily reflect the underlying value creation or long-term strategy of the company, focusing more on short-term fluctuations in share prices.
        Earnings-Based Performance Shares
        Earnings-based performance shares link the number of awarded shares to achieving specific earnings-related metrics like earnings per share, net income, operating profit, or cash flow. This method aims to incentivise employees to improve the profitability and efficiency of the company. It provides a clear and transparent way to communicate and track performance goals and expectations to employees.

        However, earnings-based performance shares may be susceptible to manipulation or distortion by accounting policies, adjustments, or one-off items. They may also fall short in capturing non-financial aspects of performance, such as customer satisfaction, innovation, or social responsibility. Additionally, this approach may inadvertently encourage short-termism or excessive risk-taking as employees focus on boosting earnings in the current period.
        Strategic Goals Performance Shares
        Strategic goals performance shares correlate the number of awarded shares with the accomplishment of specific strategic objectives such as market share, customer retention, product development, or environmental, social, and governance (ESG) criteria. Intended to motivate employees toward the company’s long-term vision, these shares foster a culture of innovation, collaboration, and social responsibility.

        Though flexible to tailor performance criteria to the company’s industry and strategic priorities, strategic goals performance shares may be difficult to define, measure, and verify, leading to a potential lack of comparability or consistency. The performance criteria may also vary across different business units, functions, or regions, which can create conflicts or trade-offs for employees who must balance competing or contradictory goals, such as profitability and sustainability.

        How Performance Share Plans work

        Ever wondered about the inner workings of performance share plans? Let’s lay it out step by step:

        1. Setting the Scene: The company starts by defining the performance period, target shares, and metrics for each employee or group.
        2. Conditional Grants: At the beginning of the performance period, employees receive a conditional right to secure target shares, contingent on meeting specific conditions.
        3. Performance Focus: During the performance period, employees work towards achieving set goals while the company monitors and evaluates progress.
        4. Outcome Assessment: As the performance period concludes, the company calculates the actual shares awarded to each employee, ranging from 0% to 200% of the target.
        5. Delivery Process: The company delivers the shares, either as actual stocks or a cash equivalent, deducting applicable taxes and fees.
        Advantages of Performance Shares

        Advantages of performance shares

        Performance share plans offer several benefits to both the company and the employees, such as:

        Aligned Objectives
        Employees and shareholders unite in the common goal of increasing the company’s value and share price.
        Talent Retention
        A powerful tool for motivating and retaining talent, rewarding employees for contributing to the company’s success.
        Culture of Ownership
        Fosters a culture of ownership and accountability, engaging employees in the company’s performance.
        Tailored Approach
        Offers flexibility and diversity, allowing companies to choose from various performance metrics and customise plans for different employee levels, roles, or situations.
        Enhanced Compensation Package
        Elevates the attractiveness and competitiveness of the compensation package, complementing the base salary and other benefits.

        Performance share restrictions & risk

        It’s important to remember that not all smooth sailing with performance share plans. Here are the constraints and risks to be mindful of:

        • Shareholder Dilution: Issuing new shares may dilute the ownership and earnings of existing shareholders.
        • Administrative Challenges: Implementation involves complexities and increased costs, including designing, monitoring, and complying with accounting, tax, and legal regulations.
        • Uncertainty and Volatility: The value and number of shares are subject to change based on performance and market conditions, introducing unpredictability.
        • Potential Misalignments: Performance metrics may not always align with the true value creation or long-term strategy, potentially incentivising undesirable behaviours or outcomes.

        For expert insights into the implementation and optimisation of performance share plans in Malaysia, consider exploring the services offered by BoardRoom, a leading provider of employee stock options plan services and more. Contact us today to learn more!

        Related Business Insights

        The post Our guide to Performance Share Plans appeared first on BoardRoom Malaysia.

        ]]>
        Comprehensive guide to Employee Stock Ownership Plan (ESOP) in Malaysia https://www.boardroomlimited.com/my/2024/03/01/comprehensive-guide-to-employee-stock-ownership-plan-esop-in-malaysia/ Fri, 01 Mar 2024 07:26:58 +0000 https://www.boardroomlimited.com/my/?p=8667 What is an employee share option scheme (ESOS), and how does it work? Discover how an ESOS can help your business retain top performers and recruit new talent.

        The post Comprehensive guide to Employee Stock Ownership Plan (ESOP) in Malaysia appeared first on BoardRoom Malaysia.

        ]]>

        This Comprehensive Guide to Employee Stock Ownership Plans (ESOP) in Malaysia navigates the intricacies of ESOPs within  Malaysia’s business landscape. From understanding the fundamentals of employee stock option plans to practical implementation, it’s your go-to resource. Whether you’re a business leader, HR professional, or just curious about stock options for employees, we shed light on their significance and how they contribute to organisational success in Malaysia.

        Understanding Employee Stock Ownership Plan (ESOP)

        As Malaysia faces a shortage of skilled labour, especially in the science and technology field, understanding how Employee Stock Ownership Plans (ESOPs) work may be key to attracting and retaining talent in Malaysia.

        An ESOP is a scheme introduced by the company, issuing a share option to eligible employees by giving them the contractual right to acquire shares of the company in the future at a predetermined preferential price. This means employees gain the opportunity to become partial owners of the company, aligning their interests with its success.

        Understanding employee stock options in Malaysia’s competitive landscape

        How does an Employee Stock Ownership Plan (ESOP) work?

        In essence, employees are given the right to purchase or receive shares, often at a predetermined price, also known as the exercise price. This process involves the allocation of stock options, which employees can later exercise, allowing them to become partial owners of the company.

        The allocation and exercise of these share options are intricately linked to the company’s performance. As the company prospers, the share value typically increases, providing employees with a direct financial benefit. This mechanism aligns the interests of employees with the overall success and growth of the organisation.

        ESOPs often include a vesting period, during which employees must fulfil certain conditions, such as completing a specified tenure, to gain full ownership of the allocated stocks. This not only encourages employee retention but also ensures a gradual transition of ownership rights, promoting a sense of long-term commitment.

        Benefits of ESOP

        Employee Stock Ownership Plans (ESOPs) offer diverse benefits for both employees and companies. They serve as powerful motivators, fostering ownership and commitment among employees. This alignment leads to increased productivity and a positive organisational culture. ESOPs contribute to employee retention and can be instrumental in attracting top talent in Malaysia. From the company’s perspective, ESOPs provide a strategic tool for sharing growth benefits, making them a notable example of stock options for employees. Overall, ESOPs create a mutually beneficial relationship between employees and organisations for sustained success.

        Advantages of Performance Shares

        Implementing an ESOP in Malaysia

        Implementing an Employee Stock Ownership Plan (ESOP) in Malaysia requires a strategic and systematic approach aligned with the country’s legal framework. This begins with the careful design of the ESOP, addressing unique organisational goals, participant eligibility, share option allocation, and the vesting period.

        Design of the ESOP
        Designing the ESOP involves structuring the scheme to meet the company’s objectives. This includes deciding on the type of share options offered, whether they are outright grants or options to purchase at a predetermined preferential price. The design phase also considers the overall size of the stock pool, determining how many shares will be available for employees.
        Addressing Unique Organisational Goals
        Aligning the ESOP with organisational goals ensures that the plan serves as a strategic tool. This could involve fostering employee ownership to enhance motivation and engagement or using the ESOP as a retention strategy for key talent. Understanding and incorporating these specific goals into the plan’s design is crucial.
        Participant Eligibility
        Clearly defining participant eligibility establishes who, within the organisation, can benefit from the ESOP. This may involve criteria such as job roles, tenure, or performance levels. Striking a balance between inclusivity and strategic targeting is important to ensure the plan meets its intended purposes.
        Stock Option Allocation
        Determining how stock options are allocated involves deciding the amount granted to each eligible participant. This allocation can be based on various factors, including seniority, performance, or a combination of both. Striking a fair and motivating balance is key to the plan’s success.
        The Vesting Period
        Defining the vesting period outlines the timeline over which employees gain the right to exercise the granted stock options. This can be crucial in retaining talent, as it encourages employees to stay with the company to fully realise the benefits. The vesting period is often structured with a graded approach, providing increasing ownership rights over time.

        A well-considered approach to these elements ensures the ESOP aligns with the company’s vision, engages employees effectively, and complies with legal requirements in Malaysia.

        ESOP administration and compliance

        Ensuring the effective functioning and legal adherence of Employee Stock Ownership Plans (ESOPs) in Malaysia relies on diligent administration and compliance efforts. Administrative excellence involves accurate record-keeping of stock options, allocations, and transactions, with that helps to streamline these processes for real-time access and enhanced efficiency. An online paperless approach also aligns with sustainability efforts and streamlines documentation, enhancing efficiency and cost-effectiveness.

        On the regulatory front, staying informed about Malaysia’s legal framework is important. Adherence to guidelines from bodies like the Capital Markets and Services Act 2007 (CMSA) is essential to minimise risk of non-compliance.

        Implementing robust security measures, such as two-factor authentication and regular updates, is essential to safeguard sensitive personal data. 

        Administration and compliance of ESOPs in Malaysia require a blend of advanced technology that adheres to legal frameworks and a steadfast commitment to data security. This would ensure a smooth and successful implementation for companies considering employee incentive schemes,

        BoardRoom helps companies design, implement and manage effective ESOS and ESOP programs

        ESOP and other forms of employee ownership

        ESOPs represent one form of employee ownership. Other structures include Performance Share Plans (PSP), Restricted Share Plans (RSP), Share Appreciation Rights Schemes (SAR), and Phantom Share Schemes (PSS). Each structure offers flexibility for companies to tailor ownership incentives based on culture, financial goals, and employee engagement preferences. The array of employee stock option plans allows for customisation within the broader spectrum of employee ownership.

        Why is an ESOP good for a company?

        Implementing an Employee Stock Ownership Plan (ESOP) can bring several advantages for a company: 

        Employee Motivation and Productivity
        ESOPs instil a sense of ownership, aligning employees’ interests with the company’s success and boosting motivation and productivity.
        Talent Retention
        ESOPs can be a powerful tool for retaining top talent. Employees who have a financial interest in the company are likely to stay longer, contributing to continuity and reducing turnover costs.
        Attracting Talent
        Prospective employees are drawn to companies with ESOPs, which offer them ownership opportunities. Such companies provide a competitive advantage in attracting skilled and motivated individuals.
        Positive Organisational Culture
        ESOPs contribute to fostering a positive organisational culture. Employees tend to feel a stronger connection to the company, promoting teamwork and a collective sense of achievement.
        Financial Flexibility
        ESOPs allow companies to reward employees without spending cash upfront, offering ownership through stock options. This is particularly beneficial for companies with limited resources for traditional bonus structures.
        Succession Planning
        ESOPs can facilitate smooth succession planning, allowing key employees to take on ownership responsibilities gradually and ensuring continuity and stability during leadership transitions.

        ESOPs can be a strategic tool for enhancing employee engagement, attracting and retaining talent, and contributing to the overall success and sustainability of a company.

        Frequently Asked Questions (FAQs)

        1. What does ESOP stand for?

        ESOP stands for Employee Stock Ownership Plan, allowing employees partial ownership through stock options or shares.

        2. What is an example of an ESOP?

        A notable example of an Employee Stock Ownership Plan (ESOP) is the one implemented by Publix Super Markets, Inc. Publix, a large U.S. supermarket chain, established an ESOP that gradually transitioned ownership to its employees. Through this plan, Publix employees have the opportunity to acquire shares of the company over time, aligning their interests with the overall success and growth of the organisation. This example illustrates how ESOPs can be used as a strategic tool to create a sense of ownership among employees and foster a positive workplace culture.

        3. Are ESOPs good for employees?

        Yes, ESOPs benefit employees through financial ownership, motivation, long-term retention, financial security, and potential participation in decision-making. Effectiveness depends on factors like the company’s financial health and communication strategies. Employees should always carefully consider the details of the ESOP in Malaysia, and companies should ensure clear communication to maximise the benefits for all parties involved.

        Related Business Insights

        The post Comprehensive guide to Employee Stock Ownership Plan (ESOP) in Malaysia appeared first on BoardRoom Malaysia.

        ]]>
        A closer look at Restricted Share Plans https://www.boardroomlimited.com/my/2024/03/01/a-closer-look-at-restricted-share-plans/ Fri, 01 Mar 2024 07:22:50 +0000 https://www.boardroomlimited.com/my/?p=8661 What is an employee share option scheme (ESOS), and how does it work? Discover how an ESOS can help your business retain top performers and recruit new talent.

        The post A closer look at Restricted Share Plans appeared first on BoardRoom Malaysia.

        ]]>

        Restricted share plans (RSPs) are a form of equity compensation that grants employees shares of company stock with certain restrictions. It can help employers attract, retain, and motivate talent by aligning their interests with those of the shareholders. RSPs can also provide tax benefits for both employers and employees, depending on the type and design of the plan.

        In this article, we will explore the key concepts of restricted shares, the different types of RSPs, how they function, and their benefits. We will also discuss the legal and tax implications of RSPs and answer some frequently asked questions on this topic.

        Definition of Restricted Share Plans

        RSPs are a specific kind of equity compensation where employees receive company shares as part of their compensation package. These shares come with conditions: they either need time or certain achievements before employees fully own them. Additionally, there might be limitations on selling or transferring these shares, such as a holding period or the company’s right to refuse the transfer.

        RSPs differ from stock options, which grant the right to buy shares at a set price in the future. Unlike stock options that become worthless if the stock price drops, restricted shares maintain value even if the stock price falls. However, there’s more risk involved with restricted shares – employees might lose them if they don’t meet the ownership conditions or violate transfer restrictions.

        Understanding Restricted Shares

        Key concepts of restricted shares

        Some key concepts are essential to understand when dealing with restricted shares, such as:

        • Fair Market Value (FMV): This is the share price in an open market, determined by stock supply and demand. FMV is typically based on the stock’s closing price during grant, vesting, or sale.
        • Grant Date: The day the company awards restricted shares, establishing the plan’s terms.
        • Vesting Date: When employees meet vesting conditions and gain full ownership of shares. It can be a fixed date, a series, or linked to specific events like an IPO or merger.
        • Vesting Schedule: The timetable dictating when and how shares vest. It can be “cliff vesting” (all at once after a set period) or “graded vesting” (gradual portions over time).
        • Taxation: Involves determining and paying taxes arising from restricted share grants, vesting, and sale. Taxation specifics depend on factors like share type, timing, FMV, and relevant tax laws.

        Different types of Restricted Share Plans

        There are two main types of RSPs: restricted stock awards (RSAs) and restricted stock units (RSUs). Both are forms of restricted stock, but there are some key differences between them.

        Nominal Purchase Price
        A nominal purchase price may be required for RSAs, depending on the plan. RSAs entail direct grants of company shares to employees at the grant time, subject to vesting and transfer restrictions.

        RSUs, on the other hand, involve commitments to provide shares or a cash equivalent to employees upon vesting, with transfer restrictions.
        Share Ownership
        Another difference between RSAs and RSUs is the share ownership granted to employees. RSAs confer immediate shareholder status, including voting and dividend rights, unless specified otherwise. Meanwhile, RSUs do not grant actual shares or ownership rights until vesting occurs, and dividend equivalents may or may not be included, depending on the plan.
        How Restricted Share Plans Work

        How Restricted Share Plans function

        In Malaysia, restricted share plans are typically crafted and overseen by the employer, aligning with the company’s compensation strategy. The employer defines eligibility criteria, the quantity and value of granted shares, the vesting schedule, transfer restrictions, and the tax treatment of the plan.

        The employer reserves the right to modify, amend, or terminate the plan, guided by the plan’s terms and relevant laws. Additionally, the employer may exercise discretion to expedite or waive vesting or transfer restrictions under specific circumstances, such as a change of control, termination, or the employee’s death or disability.

        Upon receiving the grant, the employee must accept and adhere to the plan’s terms. If applicable, the employee may need to pay a purchase price for the shares. Compliance with vesting and transfer restrictions is mandatory, and the employee is responsible for reporting and settling any taxes associated with the plan.

        Legal and tax implications of restricted shares

        The implementation of RSPs carries legal and tax considerations contingent upon the jurisdiction, plan type, design, and grant circumstances. Some of the common legal and tax issues that may arise are:

        • Securities Laws Compliance: Complying with securities laws and regulations that regulate the issuance, registration, and trading of restricted stock, such as the Capital Markets and Services Act 2007, the Securities Commission Act 1993 in Malaysia.
        • Employment Laws Compliance: Complying with employment laws and regulations that regulate employment terms and conditions, such as the Employment Act 1955 and the Industrial Relations Act 1967 in Malaysia.
        • Tax Laws Compliance: Complying with tax laws and regulations that regulate the taxation of restricted stock, such as the Income Tax Act 1967.

        Due to the intricate and case-specific nature of legal and tax implications associated with RSPs, seeking guidance from a certified tax advisor before implementing or participating in an RSP.

        How can BoardRoom help

        Restricted share plans are a structured equity compensation method providing employees in Malaysia with company shares under specific conditions. These plans can efficiently meet compensation objectives for both employers and employees, offering mutual tax advantages. However, you must consider challenges like potential share loss, tax liabilities at vesting, and legal compliance and grasp the key concepts, types, functions, benefits, and implications of these plans before implementation.

        If you’re looking for a dependable partner for your restricted share plans in Malaysia, BoardRoom offers professional corporate services. As a leading provider in Malaysia, BoardRoom assists with designing, implementing, and administering various employee share option schemes, including RSPs, stock options, and performance shares. Contact us today to learn more!

        BoardRoom helps companies design, implement and manage effective ESOS and ESOP programs

        Frequently Asked Questions (FAQs) on Restricted Share Plans

        What is the treatment of restricted shares after employment ends?

        Treatment varies based on plan terms, termination reasons, and timing:

        • Pre-vesting termination or voluntary exit: Shares are usually forfeited without compensation.
        • Post-vesting termination or voluntary exit: Employees typically keep shares and pay taxes but face transfer restrictions.
        • Termination without cause, retirement, death, or disability: Pro-rated/full vesting may occur. Transfer restrictions exemptions may apply.

        How do restricted shares influence the ownership structure of the company?

        Restricted shares can alter ownership structure by adjusting the number and percentage held by employees, management, and existing shareholders. They tend to increase ownership for employees and management but may decrease it for existing shareholders due to share dilution. The influence depends on the granted shares’ number and value, vesting conditions, transfer restrictions, and share market prices.

        Related Business Insights

        The post A closer look at Restricted Share Plans appeared first on BoardRoom Malaysia.

        ]]>
        Employee share option schemes: a boost for Malaysian employers https://www.boardroomlimited.com/my/2023/12/14/employee-share-option-scheme/ Thu, 14 Dec 2023 10:24:14 +0000 https://www.boardroomlimited.com/my/?p=8608 What is an employee share option scheme (ESOS), and how does it work? Discover how an ESOS can help your business retain top performers and recruit new talent.

        The post Employee share option schemes: a boost for Malaysian employers appeared first on BoardRoom Malaysia.

        ]]>

        In today’s competitive business landscape, attracting and retaining top talent has become a key consideration in Malaysia, particularly for startups. The ability to secure and nurture skilled professionals can significantly enhance a company’s growth trajectory.

        This is where an employee share option scheme (ESOS) can help. A type of employee share plan, an ESOS offers an enticing solution that aligns the interests of an employee with the success of their company.

        This article delves into the advantages of ESOS, exploring how equity compensation can be a powerful tool for attracting, retaining and engaging top talent in Malaysia.

        Understanding employee stock options in Malaysia’s competitive landscape

        Malaysian business leaders continue to face the challenge of skills shortages. Despite efforts by the government and private enterprises, many of Malaysia’s employers, particularly those in the technology sector, face difficulty filling vacancies.

        Thirty-seven occupations are listed in the latest Critical Occupations List (MyCOL), an annual report commissioned by the Malaysian Government. From managing directors and CEOs to earth-moving operators and truck drivers, the list spans a range of industries where skills shortages are critical.

        Given the talent shortages, attracting and retaining top talent is a priority for businesses in Malaysia. Therefore, many are exploring incentives such as employee share option schemes (ESOS) as a way to reward and incentivise employees and engender loyalty.

        An ESOS gives employees the option to purchase company shares at a predetermined price, offering a unique opportunity to become shareholders themselves. This connection between employee and company ownership fosters a sense of belonging.

        Nora Jasmine Lai, Operations Manager of Employee Plan Services, BoardRoom Group, explains, “The purpose of these programs is to align the company’s goals with employee incentives by allowing the employee to become a part owner of the company and participate in the growth of the business.”

        The schemes can be complex and challenging to understand. For example, an ESOS has similarities to an employee share ownership plan (ESOP), though the two vary in terms of the structure, governance, purpose and nature of ownership. However, they broadly aim to achieve the same thing, which is to provide long-term incentives to employees.

        Understanding employee stock options in Malaysia’s competitive landscape

        Employee benefits in Malaysia: why employers should consider ESOS

        Schemes such as ESOS and ESOP provide long-term value for employers by inspiring loyalty among employees. By signing an employee up for the scheme, an employer is essentially saying to them that while they are committed to the growth of the business and contributing to it, they will be rewarded by becoming a shareholder.

        As more employees join, the talent within the company grows, strengthening it over time.

        Employee turnover costs more than you think

        In a competitive landscape, no business leader wants to lose good employees. Experienced employees hold institutional knowledge that can be lost when they leave which can disrupt a business. They are also more likely to have established important relationships with customers and other staff. On the other hand, hiring and training new employees takes time and money. High turnover can destabilise employees, damage a business’s reputation and harm customer relationships.

        A report from Employee Benefit News found that it can cost a business more than 30% of the employee’s yearly salary to replace them.

        Employee retention comes down to many factors. Employees want to feel valued, engaged and an important part of the team. TINYpulse reports that those workers who feel they have control over their careers are more likely to stay than those who don’t. Employees who are dedicated to their workplace achieve more and are 87% less likely to leave their workplace than those who aren’t. Finally, employees who report they are ‘engaged and thriving’ are much less likely to be searching for other jobs than those who are not.

        Employee turnover costs more than you think

        How employee share option schemes reduce turnover and benefit employees

        There are many benefits of employee share option schemes. They give employees a sense of ownership and their interests become more aligned with other shareholders. Employee engagement also increases as the schemes motivate them to be more productive and focus on overall business success rather than just their day-to-day responsibilities.

        It is not just the company that benefits. “The financial gains from an ESOS are defined by the difference between a company’s stock price and the exercise price of the ESOS, which is fixed when ESOS are granted,” Nora says. “Therefore, the higher the stock price, the larger the financial gain. Employees who are granted an ESOS are incentivised and motivated to act in the company’s interest. This, in turn, improves the investor’s perception of the company’s ability to earn and grow its profits in the future, which increases the demand of the company’s shares and therefore, its share price.”

        The higher the share price, the larger the financial gain for the employee. Through ESOS, an employee’s financial growth is directly tied to the company’s stock market performance, serving as a strong motivator for employees to contribute to the company’s success.

        ESOS in Malaysia: what are the implementation challenges?

        There is no doubt that schemes such as ESOSs and ESOPs are valuable tools for employers to attract and retain talent. There are also many benefits to the employee in such a scheme. However, establishing and implementing any type of employee share scheme can be complicated, and the administration and maintenance of such schemes can be onerous for already busy managers and business owners.

        “When businesses implement an ESOS, one of the key challenges is helping employees understand how it works,” says Nora. “From the employer’s perspective, managing an ESOS program involves hefty administrative tasks, such as preparing the grant letters, tracking the ESOS data, communicating information to the employees and addressing any questions from time to time.”

        The benefits, however, far outweigh the challenges. As we have touched on, setting up and maintaining a scheme can help retain valuable employees, attract top talent and improve productivity. So, how do businesses overcome the challenges and enjoy the benefits of an employee share option scheme?

        Administering an employee share option scheme

        When establishing a scheme such as an ESOS or ESOP, a company will engage a corporate services provider so they can set up a platform where employees can access useful information on their ESOS holdings.

        It is important for businesses to have a platform that effectively implements and maintains the scheme. The platform should enable the employee to easily check on their holdings and guide them on how to transact and update their information. Clear communication about the scheme is also vital so all employees are constantly working towards common goals.

        Many businesses choose to outsource the administration of this portal or platform so they can focus on their core objectives. “A good ESOS platform should be easy to understand and easily accessible,” says Nora. “At BoardRoom, we have partners covering end-to-end plan designs, lawyers who are skilled in this area, and administrative services to oversee the schemes on behalf of the company.”

        BoardRoom’s comprehensive, user-friendly and secure platform, EmployeeServe, keeps the employees engaged with their company’s employee share scheme.

        BoardRoom helps companies design, implement and manage effective ESOS and ESOP programs

        How BoardRoom can help

        An ESOS is an innovative and compelling way to attract, retain and engage exceptional employees. By linking employees’ success with that of the company, an ESOS helps create a shared goal of growth, prosperity and long-lasting success.

        As the business ecosystem in Malaysia continues to evolve, embracing an ESOS could be the key for businesses looking to secure talent and unlock a competitive advantage.

        BoardRoom offers tailored solutions to help companies design, implement and manage effective ESOS and ESOP programs. Our software, EmployeeServe, is easy to use and is mobile optimised so that employees can access the portal 24/7 with the latest real-time data on their holdings. The software’s security features also offer peace of mind to employers and employees.

        BoardRoom’s team is available to answer questions and offers personalised support to discuss employee share plans such as ESOPs, ESOSs and other employee stock option plans.

        Contact our team and discover how we can support your business today.

        Related Business Insights

        The post Employee share option schemes: a boost for Malaysian employers appeared first on BoardRoom Malaysia.

        ]]>
        How to navigate transfer pricing in Malaysia: a guide for companies https://www.boardroomlimited.com/my/2023/11/08/transfer-pricing-malaysia/ Wed, 08 Nov 2023 07:09:02 +0000 https://www.boardroomlimited.com/my/?p=8569 Transfer pricing in Malaysia is tightly regulated. Learn how to stay compliant so that your growing business continues to thrive.

        The post How to navigate transfer pricing in Malaysia: a guide for companies appeared first on BoardRoom Malaysia.

        ]]>

        For companies operating across multiple geographies in Asia, regulatory compliance stands as a strategic cornerstone for companies pursuing successful and sustainable growth. Therefore, keeping up to date with the local regulations in each region you operate is important. This includes learning about the transfer pricing rules as they apply to intercompany transactions.

        In this article, we consult Cheong Woon Chee, Head of Tax Services for BoardRoom Malaysia, for an overview of transfer pricing in Malaysia, recent updates to reporting requirements and what businesses can do to ensure strong compliance.

        What transfer pricing is

        Transfer pricing is the setting of prices for the transfer of goods, services and intellectual property between associated parties.

        In Malaysia, associated parties include entities within a multinational enterprise group, such as subsidiary companies and branches.

        “These are parties who control one another or are under the common control of another party, either directly or indirectly,” Woon Chee says. Transfers between these entities are referred to as related party transactions.

        “Transfer pricing exists because every country has a different tax rate,” Woon Chee explains. “For example, in Malaysia, our corporate tax rate is 24%, but in Singapore it’s 17%. Considering this huge difference, companies can use transfer pricing to save on tax.”

        In addition, transfer pricing can support transparent transactions between related parties. However, a potential drawback of this transparency is that it may cause conflict internally.

        “If the price is higher or lower than the market price, one of the entities may feel their interests are being sacrificed and deem it unjustifiable,” Woon Chee says.

        Transfer Pricing in Malaysia

        An overview of transfer pricing guidelines in Malaysia

        Transfer pricing is strictly regulated by the Inland Revenue Board of Malaysia (IRBM). Companies must abide by the Malaysian Transfer Pricing Guidelines, which provide detailed standards and rules on how businesses should handle transfer pricing in accordance with Section 140A of the Income Tax Act 1967 and the Transfer Pricing Rules 2023.

        The arm’s length principle

        Central to these regulations is the arm’s length principle, which dictates that transactions between related entities should be priced as if they were conducted between independent parties.

        “Ideally, the transfer price should not be very different from the market price,” Woon Chee says. “So companies must do benchmarking to understand whether the mark-up they apply as part of their transfer pricing is at the median range for their industry.

        “If your pricing is too high or low, you will need to justify this when you make the transfer to your related party.”

        Transfer pricing documentation

        Transfer pricing documentation requirements

        Malaysian regulations require taxpayers to prepare and keep transfer pricing documentation if their company:

        • makes over RM 25 million in gross income, and the total amount of related party transactions exceeds RM 15 million; or
        • provides financial assistance exceeding RM 50 million (this does not apply to transactions involving financial institutions).

        “This documentation is simply a report to show how the transfer price was determined and justify why these prices are comparable to the price that would be applied to a third party in a similar situation,” Woon Chee says. “It enables the IRBM to ensure that the transactions between related parties were priced at arm’s length.”

        The documents must be detailed and contemporaneous, meaning they should be prepared at the same time as transfer pricing policies are developed or implemented.

        New transfer pricing rules introduced in May 2023 require companies to complete their contemporaneous documentation before their tax return for the year of assessment is due.

        “In Malaysia, the timeline to file your corporate tax return is seven months after you close your financial year end,” Woon Chee says.

        Companies that fall below the threshold are held to less scrutiny and can prepare a limited (simplified) version of transfer pricing documentation instead.

        The following table shows the different types of information required for detailed and simplified transfer pricing documentation:

        Analysis Required Full TPD Simplified TPD
        Organisation structure
        Nature of the business or industry and market conditions
        Controlled transaction
        Pricing policies
        Assumption, strategies and information regarding factors that influence the setting of pricing policies
        Comparability, functional and risk analysis
        Selection of the transfer pricing metho
        Application of the transfer pricing method
        Financial information

        Why compliance is vital

        Taxpayers in Malaysia must supply their transfer pricing documentation upon request by the IRBM. You will only have 14 days to do so. Fail to provide your documents in time, and you may be subject to a fine between RM 20,000 and RM 100,000, or imprisonment of up to six months.

        Common compliance challenges

        If you are a company with multiple entities in the APAC region and looking to establish a local business in Malaysia, navigating transfer pricing regulations can be challenging. However, prioritising compliance is essential to avoid financial penalisation, potential imprisonment and reputational harm.

        Without professional support, businesses often struggle with:

          Understanding their obligations
          Malaysia’s regulatory system is complex and constantly evolving, so it can be difficult to understand which rules and requirements apply to your company throughout its lifecycle.
          Maintaining robust documentation
          Preparing exhaustive transfer pricing documentation can be time-consuming and usually requires at least one month to complete.
          Conducting accurate benchmarking
          Conducting quality benchmarking ahead of transactions is not a simple process. A wealth of accurate, relevant data must be gathered before meaningful comparisons can be drawn.
          Resource constraints
          Many growing businesses lack the resources to establish robust transfer pricing practices and update them regularly.

          According to Woon Chee, the most effective way businesses can overcome the challenges of transfer pricing in Malaysia is by partnering with a knowledgeable corporate services provider.

          “Businesses often don’t have time to monitor all the developments in Malaysia’s rapidly changing tax regulations,” she says. “So it can be helpful to have an expert always on hand to advise on these updates.”

          Premium providers not only have extensive knowledge of local regulations but also maintain open communication with local authorities and industry bodies. This means, armed with their extensive knowledge, they serve as invaluable navigators, assisting your business to adeptly steer through the complex landscape of compliance and governance.

          Another benefit of having a skilled external team support your compliance is that it frees up your executive staff to focus on what really matters to your business.

          “Those running the business have more time to focus on revenue-generating operations,” Woon Chee says. “Why not leave it to the experts so that you can save time and also manage your risk?”

          Tailored support with transfer pricing in Malaysia

          Tailored support with transfer pricing in Malaysia

          BoardRoom provides a full suite of customised business solutions to help your company flourish in the Asia-Pacific region. Our highly sought-after service offerings include Corporate Secretarial, Company Incorporation, Accounting & Bookkeeping and Payroll, among others. With in-depth knowledge of the local tax and regulatory landscapes and a host of resources such as webinars on tax and Budget updates, our specialist Tax Advisory & Filing team can provide quality, customised support to enhance your financial planning and compliance.

          Let us manage transfer pricing compliance for you so you can concentrate on taking your business to new heights.

          Contact BoardRoom for more information:

          Woon Chee MY TAX

          Cheong Woon Chee

          Head of Tax Services for BoardRoom Malaysia

          E: info.my@boardroomlimited.com

          T: +60-3-7890 4800

          Related Business Insights

          The post How to navigate transfer pricing in Malaysia: a guide for companies appeared first on BoardRoom Malaysia.

          ]]>
          From ratings to reporting requirements: an overview of ESG in Malaysia https://www.boardroomlimited.com/my/2023/11/06/esg-framework-reporting-compliance-in-malaysia/ Mon, 06 Nov 2023 07:06:38 +0000 https://www.boardroomlimited.com/my/?p=8538 In Malaysia, ESG is an investor priority. We explore the ESG frameworks, reporting rules and rating systems that publicly listed companies should know about.

          The post From ratings to reporting requirements: an overview of ESG in Malaysia appeared first on BoardRoom Malaysia.

          ]]>

          With global markets increasingly focused on sustainability and responsible practices, growing businesses must embrace environmental, social and governance (ESG) factors if they are to survive and thrive. Companies that demonstrate a real commitment to reducing their environmental footprint, maintaining positive stakeholder relationships and improving their ways of operating are more likely to attract investors and position themselves for long-term success.

          New methods of measuring and showcasing corporate ESG action and achievements are emerging throughout the Asia-Pacific region.

          The Bursa Malaysia stock exchange encourages action around ESG in Malaysia through the FTSE4Good Bursa Malaysia (F4GBM) Index, an ESG rating system maintained in collaboration with FTSE Russell. The Index is designed to help guide investor decisions, increase the profile of high-performance companies, encourage transparency and support the move to a sustainable economy.

          To help businesses leverage ESG practices and reporting as investment strategies, Bursa Malaysia has also announced it will introduce a new framework on ESG standards by the end of 2023.

          Ahead, we consult Tina Thomas, Head of ESG for BoardRoom, to learn more about ESG frameworks and sustainability ratings in APAC and how businesses can demonstrate high-level compliance.

          Understanding the enhanced ESG framework

          ESG reporting requirements for APAC businesses differ from region to region. In Malaysia, public listed companies are having to adapt to tighter rules enforced by the Bursa Malaysia stock exchange.

          Since ESG reporting was made compulsory for listed companies in 2016, companies have had the flexibility to use the reporting framework of their choosing. Now, Bursa Malaysia is introducing more stringent reporting requirements in a phased, multi-year approach, with the view to bolster the resilience of listed companies and encourage more investment.

          “If you look at the reports that were done prior to last year, every report looked different, as it was up to companies to decide what to report,” Tina says. “From this year onwards, every company has to report against a mandatory set of factors.”

          The new enhanced Sustainability Reporting Framework will support businesses to adopt international best practices for ESG-related disclosures. It will require companies to report against common indicators, thus promoting standardisation of reporting in the region and boosting investor confidence.

          Understanding the enhanced ESG framework

          About ESG ratings

          The evolution of Malaysia’s ESG reporting requirements has also bolstered the significance of ESG ratings in the region.

          “One way that ratings agencies assess a company is by looking at their sustainability reports,” Tina says. “Because companies have to disclose ESG information annually, ratings agencies can easily compare listed companies and rate them accordingly.

          “They will look at a company’s commitments under their sustainability strategy and check their website to see if the information there aligns with their comments in the report.”

          ESG ratings can be a useful tool in the pursuit of enhanced corporate sustainability.

          “It’s an opportunity for companies to understand how they’re performing against their peers and improve their ESG credentials,” Tina says. “So the ratings can help encourage a culture of change within companies.

          “If a company has a poor ESG rating, it means that some elements of ESG have not been managed well. These elements might critically impact operations and, therefore, indicate a level of risk that a company is facing.

          “This gives companies an opportunity to implement actions to mitigate that risk.”

          The challenges of ESG ratings in Malaysia

          While ESG ratings may be a promising tool on the path towards sustainability, the challenges they pose for Malaysian businesses are as follows:

          • Ratings are limited to large-cap companies
          • Scoring methodologies differ
          • One rating for ESG may not be sufficient
          • Quality ESG reporting can be difficult.
          Ratings are limited to large-cap companies
          Currently, only large-cap companies are rated on their ESG efforts, meaning that small-to-medium enterprises (SMEs) miss out.

          “The Malaysian market is dominated by SMEs, but they are not being rated because there’s no huge investor interest,” Tina says. “So if you think about who’s being tracked and that the majority of companies in Malaysia are SMEs, there’s a big gap.”

          Many SMEs are eager to elevate their ESG performance, but the lack of ratings in their bracket makes peer-to-peer assessment and benchmarking difficult.
          Scoring methodologies differ
          The FTSE Russell ESG ratings methodology, used by Bursa Malaysia, is only applicable to a small portion of the market (large-cap companies), with independent ratings agencies free to employ any scoring system of their choosing.

          “So we’re seeing considerable differences in how companies are being rated,” Tina confirms.

          The absence of a universal ratings methodology means that many businesses are finding it hard to set meaningful targets.
          One rating for ESG may not be sufficient
          Environmental, social and governance factors are distinct domains requiring different strategies and approaches. Therefore, a single ESG rating may not provide an accurate picture of a company’s sustainability efforts.

          “For example,” Tina says, “an oil and gas company might look after their people well and invest in training. It might be well-run and have really good practices. But when it comes to the environmental aspect, it doesn’t fare well.

          “This is one of the reasons that the credibility of ratings is being challenged. Personally, I feel that ESG should not be grouped together.”

          Having separate ratings for environmental, social and governance would help investors to:

          • understand specific areas where a company excels or needs improvement; and
          • make better decisions based on their specific interests and concerns.
          Quality ESG reporting can be difficult
          Without professional support, many businesses struggle to produce impactful sustainability reports.

          “One of the challenges is understanding what to measure, what good data looks like and how to report it effectively,” Tina says. “Also, businesses often ask what good targets look like and how they might achieve net zero.”

          Robust reporting involves the collection and analysis of vast amounts of data. Often, businesses lack the processes, resources and expertise to execute these tasks in an effective and timely manner.

          In addition, as listed companies are only required to report annually, the prospect of generating an accurate, meaningful report incorporating a year’s worth of data can seem daunting at best – and impossible at worst.

          “Sometimes the numbers are not current or just made up,” Tina says.

          How to strengthen your ESG compliance

          Wherever your business is located, proper compliance with ESG reporting requirements can have a variety of benefits. It can help attract investment, improve your corporate reputation, minimise your risk of penalties for non-compliance and more.

          Remember, ESG ratings agencies look to sustainability reports as part of their assessment process. So, if you want to improve your rating, your reports can be valuable for communicating your efforts, achievements and commitments.

          The first step to strengthening your ESG compliance is to partner with a reputable corporate services provider with comprehensive ESG services.

          A skilled provider can help you to:

          Review all business practices and operations to identify the environmental, social and governance areas that are material to your company
          Identify the specific data you need to track based on your material topics
          Establish clear and compelling ESG targets and metrics based on your business values and goals, peer benchmarking and the latest reporting standards
          Develop a tailored ESG strategy containing measurable goals, key performance indicators and a clear roadmap for the years ahead
          Conduct stakeholder consultations to understand their expectations and involve them in your strategy development
          Implement robust data collection and management systems to ensure the accuracy and reliability of information
          Leverage a purpose-built digital platform such as BoardRoom’s ESG Access to automate and streamline your processes for data collection, analysis and reporting
          Integrate ESG principles and values into your business strategy and structure to encourage a culture that embraces sustainability practices and reporting
          Understand which ESG regulations apply to your company and what you need to do to comply
          Produce compliant sustainability reports that effectively communicate your company’s ESG wins and goals to shareholders, staff, investors and the public

          A specialist team will collaborate with key personnel in your organisation to execute these tasks and ensure the best outcomes. According to Tina, they can also assist with briefing directors on your company’s ESG progress and direction, a requirement in Malaysia.

          “The directors’ briefing is important because the directors are ultimately responsible for ESG reporting,” Tina says. “At the briefing, we go through what your last year’s metrics looked like, what your peers are doing and what you need to consider over the next few years.

          “It’s an opportunity to influence your next steps as a business.”

          Elevate your ESG performance

          Elevate your ESG performance

          ESG is a transformative force shaping the future of business in APAC. Understanding the intricacies of ESG frameworks and ratings is essential for business executives navigating this evolving landscape.

          If you are expanding operations into Malaysia, our experienced company incorporation and ESG teams can work together to embed strong ESG practices and values into your business from the beginning. Our knowledgeable company secretarial specialists can also help ensure the corporate governance aspect of your ESG strategy exceeds expectations.

          BoardRoom’s end-to-end ESG service provides customised solutions and support to help you emerge as a leader in the sustainability space. Contact us to get started.

          Contact BoardRoom for more information:

          Tina Thomas_profile

          Tina Thomas

          Head of Environmental, Social and Governance

          E: info.my@boardroomlimited.com

          T: +60-3-7890 4800

          Related Business Insights

          The post From ratings to reporting requirements: an overview of ESG in Malaysia appeared first on BoardRoom Malaysia.

          ]]>
          Malaysia Budget 2024 – Tax Highlights https://www.boardroomlimited.com/my/2023/10/18/malaysia-budget-2024-tax-highlights/ Wed, 18 Oct 2023 02:38:20 +0000 https://www.boardroomlimited.com/my/?p=8508 Malaysia’s 2024 Budget introduced several tax reforms which will impact local businesses and disposable income of general Malaysians.

          The post Malaysia Budget 2024 – Tax Highlights appeared first on BoardRoom Malaysia.

          ]]>

          Malaysia’s 2024 Budget introduced several tax reforms which will impact local businesses and disposable income of general Malaysians.

          On 13 October 2023, Malaysia’s Prime Minister and Finance Minister, YAB Dato’ Seri Anwar bin Ibrahim, presented the Budget 2024 focusing on three pivotal areas:

          • optimising governance for enhanced service agility
          • economic restructuring to foster growth, and
          • elevating the standards of living for Malaysian citizens.

          The expansionary budget is designed to address contemporary challenges and enhance the quality of life for Malaysians.

          To fortify the government’s fiscal responsibilities, reduce the deficit to 4.3%, and augment revenue to RM307.6 billion, the budget incorporates significant structural changes to the tax system, including:

          • E-invoicing for taxpayers with an annual turnover above RM100 million (starting 1 August 2024)
          • Capital Gains Tax (CGT) arising from the disposal of unlisted shares in local companies (starting 1 March 2024)
          • Global Minimum Tax (GMT) applicable to large multinational enterprises (MNEs) with global revenue of at least EUR 750 million (starting in the year 2025)
          • Service Tax will be raised to 8% for all services except food, beverage, and telecommunication services
          • Luxury Goods Tax ranging from 5% to 10%

           

          Download our Budget 2024 Report today to find out more. If you have any questions, please reach out to your respective BoardRoom client managers or email us at info.my@boardroomlimited.com.

          Related Business Insights

          The post Malaysia Budget 2024 – Tax Highlights appeared first on BoardRoom Malaysia.

          ]]>