Implementing an employee equity share program can be a complex process and there are several factors to consider. Here are some key considerations to help you get started:

Determine the percentage of equity: The percentage of equity to allocate to employees will depend on several factors, including the stage of the company, the size of the team, and the nature of the business. A common approach is to allocate 10-20% of the company's equity to employees.

Decide on the type of equity: There are different types of equity, including common shares, preferred shares, and stock options. Common shares are the most straightforward and give employees the right to vote and receive dividends. Preferred shares have preferential treatment over common shares in the event of a liquidation or sale of the company. Stock options give employees the right to buy shares at a fixed price at a future date.

Determine the vesting schedule: Vesting refers to the process of earning equity over time. A common approach is to have a four-year vesting schedule, where employees earn equity over four years with a one-year cliff, meaning they need to stay with the company for at least one year before earning any equity.

Consider tax implications: There may be tax implications for both the company and employees when implementing an equity share program. It is essential to seek advice from a tax professional to understand the tax implications and ensure compliance with relevant laws and regulations.

Develop an employee agreement: Once you have decided on the percentage of equity, type of equity, and vesting schedule, you need to develop an employee agreement that outlines the terms and conditions of the equity share program.

It is recommended that you seek the advice of a lawyer and other professionals, such as an accountant or a financial advisor, to help you navigate the complexities of implementing an employee equity share program.