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There are no specific labour law provisions concerning share-linked awards, and legislation has not created any form of employee share plan.

Some court rulings have provided general guidance on share plans, although, the courts recognise that the rules of each plan require a case-by-case analysis.

Companies may grant stock options to all employees, regardless of their position. To avoid a selection process that employees and courts may consider unfair or discriminatory, companies use objective reasons when deciding which employees to grant shares to.

Remuneration received by participants when share units or shares are consolidated is classified as salary. Participants can receive this remuneration through the receipt of shares of common stock, cash, or a partial payment in cash and a partial payment in shares of common stock.

The remuneration from share plans attributable to the 12 months before a dismissal must be taken into consideration when calculating a severance or termination payment.

There is no restriction on the maximum value of shares under option. The maximum value of the shares under option is decided by the company and is set out