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Allotted, called up and fully paid
At the beginning of the year 410.5 400.4 102.6 100.1
Issued during the year under share option schemes 8.6 10.1 2.2 2.5
At the end of the year 419.1 410.5 104.8 102.6
The Group’s Employee Share Trusts hold the following shares. The cost of these shares has been deducted from retained earnings:
2007 2006
Share incentive plan
Number of shares (million) 1.1 0.2
Cost (£million) 5.2 0.6
Market value at 30 September (£million) 5.6 0.9
Notes to the financial statements
continued
77 easyJet plc
Annual report and accounts 2007
19 Share-based payments
The Group has the following share-based payment arrangements, all of which are equity settled. Further details are given in the Report on
Directors’ Remuneration.
(i) Employee Share Option Schemes
The easyJet Key Employee Pre-Flotation Share Option Scheme
The share options vested in tranches of 25% ending on the third anniversary of admission to the Official List of the UK Listing Authority.
The options expire ten years after grant.
Substantially all of the employees accepted employer’s Secondary National Insurance contributions due on the exercise of the first tranche
of options. It is a condition of those options granted since March 2000 that the option holders accept liability for the employer’s Secondary
National Insurance contributions due on the exercise of the options.
An easyJet Supplemental Flotation Share Option Scheme was established in respect of both UK and Swiss employees to grant options to
a number of participants.
The easyJet Non-Approved Discretionary Share Option Scheme 2000
An initial award of options over ordinary shares in easyJet plc was granted in January 2001 to eligible employees of SR Technics easyTech
Limited, a 25% associate of easyJet Airline Company Limited with a three-year vesting period and no performance criteria. This award was
made in connection with the admission of easyJet plc to the Official List.
Further awards were made between 2001 and 2005. The options have a three-year vesting period, expire ten years after grant, and are subject
to performance criteria.
The easyJet Approved Discretionary Share Option Scheme
Awards were made between 2001 and 2005 on terms that meet Inland Revenue requirements for an Approved share option scheme.
The options have a three-year vesting period expire ten years after grant, and are subject to the same performance criteria as the
non-approved scheme.
(ii) Sharesave Scheme
This scheme is open to all UK resident employees. Participants may elect to save up to £250 per month under a three-year savings contract.
An option is granted by the Company to buy shares at a price based on the market price of the shares at the time of the grant. At the end of
the savings period, a tax-free bonus is applied to the savings and the option becomes exercisable for a period of six months. Options have been
granted in 2005, 2006 and 2007 at a discount of 20% to the market price. For those employees who are not paid through the UK payroll, similar
terms and conditions apply to the UK scheme, albeit without the UK tax benefits.
(iii) Share Incentive Plan
The scheme is open to all employees. Employees can allocate part of their pre-tax salary up to a maximum of £1,500 per annum, to purchase
shares in easyJet through a partnership scheme without paying national insurance contributions or income tax. For every share purchased
through the partnership scheme, easyJet purchases a matching share. Employees must remain in employment with easyJet three years from
the date of purchase of the first share in order to qualify for the second “matching” share, and for five years for the partnership shares to be
transferred to them tax free. The employee retains rights over both partnership and matching shares, and is entitled to dividends and to vote
at meetings. For those employees who are not paid through the UK payroll, similar terms and conditions apply to the UK scheme, albeit without
the UK tax benefits.
In October 2006, the Company granted free shares to all employees at 1 August 2006 under this scheme. The value of shares allocated to each
employee was equal to two weeks’ salary, with a minimum award of £600 and a maximum of £3,000.
(iv) Long Term Incentive Plan
The Long Term Incentive Plan (LTIP) is open, by invitation, to the Executive Management Team and Senior Management Group (SMG).
The LTIP has been structured to provide for regular annual awards of (a) performance shares worth up to 100% of salary each year (up to
50% for SMG) and (b) matching shares linked to the investment of up to 50% of annual bonus in easyJet shares, which are then matched on
　
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