Long-term incentive plans
Deferred compensation,
for a shared future.
Build long-term rewards around the people shaping your business. Run deferred compensation plans and phantom equity plans for global teams, with simpler setup, vesting, and reporting.
Your future, taking shape
Vested award (USD) · Year 1
$10,000
25%
of your award
Vested award (USD) · Year 2
$20,000
50%
of your award
Vested award (USD) · Year 3
$30,000
75%
of your award
Vested award (USD) · Year 4
$40,000
100%
of your award
Awarded $40,000
Unvested $30,000
Awarded $40,000
Unvested $20,000
Awarded $40,000
Unvested $10,000
Awarded $40,000
Unvested $0
Vested units · Year 1
3,000
25%
of your award
Vested units · Year 2
6,000
50%
of your award
Vested units · Year 3
9,000
75%
of your award
Vested units · Year 4
12,000
100%
of your award
Awarded 12,000 units
Unvested 9,000
Awarded 12,000 units
Unvested 6,000
Awarded 12,000 units
Unvested 3,000
Awarded 12,000 units
Unvested 0
Flexible plan design
Vesting & participant tracking
Employer & member reporting
Partnered with these global companies and growing
More ways to reward the long term
Long-term incentive plans.
One shared future.
Reward and retain key employees with a long-term incentive plan shaped around your goals.
Deferred compensation
Defer pay or bonuses to a future date, with eligibility, vesting, and payout timing defined by your plan.
For long-term rewards, with vesting and plan structures set by employee group.
Phantom equity (phantom stock)
Connect a cash-based incentive to company share value, without issuing shares, diluting ownership, or granting voting rights.
For sharing in the value your team helps create.
Deferred compensation administration, from plan design to payout
Every award. Every milestone.
One clear picture.
Plan design
Plan settings
Plan type
Deferred compensation
Eligibility
Selected employee groups
Vesting schedule
4 years · annual
Payout timing
Defined by plan rules
Vesting schedule
25% each year
Year 1 · 25%
Year 2 · 50%
Year 3 · 75%
Year 4 · 100%
Your plan design sets the framework.
Plan participants
Phantom equity
3 participants
3 countries
48,000 units awarded
Leah Martin
Canada
75% vested
12,000 units
Ravi Shah
United Kingdom
50% vested
24,000 units
Ana Costa
Brazil
75% vested
12,000 units
Award overview
All participants
Total units awarded
48,000
3 participants
Vested
30,000 units
Unvested
18,000 units
Canada
12,000 units
United Kingdom
24,000 units
Brazil
12,000 units
Vested share of awards
62.5%
Award and vesting data, together in one view.
Less manual work across grants, vesting, reporting, and payouts.
See Redii in action
A future your people can see
Make the long term
feel tangible.
Give participants a clearer view of their awards, deferral elections, and balances. A dedicated participant portal keeps plan details within reach.
My deferred bonus plan
12,000
Units awarded
9,000
Units vested
Your vesting schedule
Year 3 of 4 · 75% vested
Built for global teams
Your plan. Your people.
Room for the details.
Bring structure to a deferred compensation program that spans different roles, worker categories, and countries.
Eligibility that fits
Define who participates with custom worker categories, eligibility rules, and exclusions.
Flexible allocations
Manage participant allocations within plan rules and company-approved strategies.
Cross-border context
Administer deferred compensation and phantom equity for employees in multiple countries, with a compliance-aware approach.
A plan shaped around your business
Built for your team.
Priced for your plan.
Start with the people you want to reward and the program you have in mind. We’ll help you take the next step.
Deferred compensation FAQ
Good questions.
Clear answers.
Get to know the plans, the platform, and what comes next.
Talk to the Redii teamWhat is deferred compensation?
Deferred compensation is pay an employee earns now but receives at a future date, under the terms of a plan. Companies use deferred compensation plans as part of long-term incentives to reward and retain key employees. Read our guide to what deferred compensation is and why global companies use it.
How does a deferred compensation plan work?
The company sets the plan rules: who is eligible, what can be awarded or deferred, the vesting schedule, and when payouts happen. Participants build a balance over time, and payment follows the plan’s terms, such as a set date or a qualifying event.
What is phantom equity, and how is it different from real equity?
Phantom equity, also called phantom stock or phantom shares, is a cash-based incentive tied to company share value. It does not grant actual shares, ownership, or voting rights. See how phantom equity compares with stock options.
What happens to deferred compensation if an employee leaves?
It depends on the plan’s terms. Unvested awards are often forfeited, while vested balances are paid under the plan’s payout rules. Learn how phantom equity payout events work at exit, termination, or retirement.
Can we customize eligibility and vesting?
Yes. Redii supports flexible plan design, including eligibility rules, worker categories, exclusions, vesting, and payout timing.
Does vesting mean an award is paid immediately?
Vesting and payout are separate parts of a plan. The payment date and conditions follow the plan’s terms.
Can we offer deferred compensation to employees in different countries?
Yes. Redii administers deferred compensation and phantom equity plans for teams in multiple countries, with participant tracking and reporting by country. Tax and legal treatment varies by country, so plans should be reviewed with your advisors.
What is a nonqualified deferred compensation (NQDC) plan?
In the US, a nonqualified deferred compensation plan lets a company defer pay for selected employees, often executives and key employees, outside the limits of qualified plans like a 401(k). NQDC plans are generally subject to Section 409A rules on deferral elections and payment timing. Redii administers US NQDC plans alongside plans in other countries.
Is deferred compensation a long-term incentive plan (LTIP)?
Yes. A long-term incentive plan rewards employees over several years, and deferred compensation and phantom equity are two common types. Redii can administer both.
What does implementation involve?
A dedicated implementation manager guides your team through setup and integrations. Benefits Administration is included.
Build for the long term
Your next chapter.
Written together.
Turn shared ambition into a long-term incentive plan your team can understand.