《上市公司股權激勵管理辦法》第十三條規定:股權激勵計劃的有效期從首次授子權益日起不得超過10年。
山東股權激勵計劃實際約定的有效期是和下面因素有關，如下：
Article 13 of the Measures for the Administration of Equity Incentives of Listed Companies stipulates that the validity period of equity incentive plans shall not exceed 10 years from the date of initial grant of subsidiary rights. The actual agreed validity period of the Shandong equity incentive plan is related to the following factors:
股權激勵計劃有效期的影響因素
Factors influencing the validity period of equity incentive plans
(一)和企業階段性目標(階段性項目)時間周期有關股權激勵計劃的有效期和完成“企業階段性目標(階段性項目)”所需要的時間應該一致。如果股權激勵周期和戰略周期不匹配，無論有效期過長還是過短，都不利于實現企業戰略性目標，就會出現“股權激勵計劃結束了，但戰略規劃還沒有到期”或者“戰略規劃到期了，但是股權激勵計劃還沒有結束”的情況。
（1） The validity period of the equity incentive plan related to the time period of the enterprise's phased goals (phased projects) should be consistent with the time required to complete the "enterprise phased goals (phased projects)". If the equity incentive cycle and strategic cycle do not match, whether the validity period is too long or too short, it is not conducive to achieving the strategic goals of the enterprise, and there will be situations where "the equity incentive plan has ended, but the strategic plan has not yet expired" or "the strategic plan has expired, but the equity incentive plan has not yet ended".
在實際的股權激勵中，股權期權行權的有效期或者限制性股權的解鎖期一般不得超過5年，和企業戰略周期基本保持一致。
In actual equity incentives, the validity period of equity option exercise or the unlocking period of restricted equity generally cannot exceed 5 years, which is basically consistent with the corporate strategic cycle.
(二)和激勵對象勞動合同有效期有關
（2） Related to the validity period of the incentive object's labor contract
股權激勵計劃的有效期和激勵對象勞動合同期限相一致。上市公司都是成熟期企業，激勵對象一般是有一定級別的老員工。大部分都可能是無固定期限勞動合同，此時不存在參考勞動合同期限的問題。但是對于近幾年新加盟的激勵對象，不符合固定期限的勞動簽署條件的，就要注意這個問題。
The validity period of the equity incentive plan is consistent with the term of the incentive object's labor contract. Listed companies are all mature enterprises, and the incentive targets are generally senior employees with a certain level. Most of them may be open-ended labor contracts, and there is no issue of referencing the term of the labor contract at this time. However, for newly joined incentive targets in recent years that do not meet the fixed term labor signing conditions, attention should be paid to this issue.
如果激勵對象“勞動合同到期，雙方不續簽勞動合同，而股權激勵計劃還有一部分未到期”，處理起來就比較麻煩。對于“勞動合同剩余期限比股權激勵計劃有效期短的”，雙方可以協商，重新商定修改勞動合同的期限。因為股權激勵計劃的有效期主要是與企業戰略目標一致，勞動合同的期限建議與企業目標周期一致。
If the incentive target "the labor contract expires, both parties do not renew the labor contract, and there is still a portion of the equity incentive plan that has not expired", it will be more troublesome to handle. For those whose remaining term of the labor contract is shorter than the validity period of the equity incentive plan, both parties can negotiate and renegotiate the modification of the term of the labor contract. Because the validity period of the equity incentive plan is mainly consistent with the strategic goals of the enterprise, the duration of the labor contract is recommended to be consistent with the target cycle of the enterprise.
(三)和激勵對象的心理預期有關
（3） It is related to the psychological expectations of the motivating object
股權激勵目的是企業和激勵對象雙贏，所以，既要參照企業的戰略周期，保障企業的利益。如果激勵周期過短，激勵對象會產生投機念頭，企業利益就會受損。
The purpose of equity incentives is to achieve a win-win situation for both the enterprise and the incentive target. Therefore, it is necessary to refer to the strategic cycle of the enterprise and safeguard its interests. If the incentive period is too short, the incentive target will have speculative ideas, and the interests of the enterprise will be damaged.
要尊重員工的心理預期，如果激勵周期過長，就會弱化激勵效果，無法調動員工的積極性，讓員工感到畫餅充饑，認為股權激勵無實際意義。
Respect the psychological expectations of employees. If the incentive period is too long, it will weaken the incentive effect, fail to motivate employees, and make them feel that equity incentives are meaningless.
(四)激勵對象工作性質
（4） Job nature of the incentive target
有的激勵對象工作性質屬于“短平快”，很容易用數據表達，激勵時間相對較短，比如銷售工程師;如果激勵對象工作性質屬于長周期，工作成績見效慢，激勵時間相對較長，比如研發和技術工程師。
Some incentive targets have a work nature that is "short, flat, and fast", which is easily expressed in data and has a relatively short incentive time, such as sales engineers; If the nature of the incentive target's work belongs to a long cycle, the effectiveness of work performance is slow, and the incentive time is relatively long, such as research and development and technical engineers.
The relevant content of the validity period of the equity incentive plan has been explained from the above four aspects. We hope to provide you with good help. For more information, please come to our website http://www.lfttpm.com Conduct consultation to understand!
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