Anyone care to share their experience with an ESPP, ESOP or some stock benefit program you have implemented in the last years?  

We announced a partial ESOP (30%)  in 2024. My experience is that HR and the Finance leaders need to be at the table at the same time so the plan design make sense and is easy to understand, communicate and track. We are using a third party to administer the program and they also have a communications capability that has been very helpful. Most managers and employees do not know what and ESOP is.

At Siemens we implemented an Employee Stock Purchase Plan many years ago (8? 10?).  We rolled out globally, with central communications and administration (EquatePlus, bought by ComputerShare a few years ago).  We have annual enrollment and a takeup rate that varies from 10% in some countries to over 50% in Germany where the plan is more tax-advantaged.  Plan is well perceived.  In the USA, the plan extends to all full time and part time regular employees, including unions.