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We translate incentive plans — stock options, phantom shares, RSUs, long-term bonuses — and senior management contracts, with precision on vesting, exit conditions and retention clauses. For startups, multinationals and international executives.
An incentive plan is the instrument a company uses to reward and retain its executives and key employees beyond salary: a stake in the equity or in its value (stock options, phantom shares, RSUs), multi-year bonuses (LTIP) and, in senior management contracts, specific retention and exit clauses. Translating them requires handling a crossover of disciplines — employment, corporate and remuneration — and very specific concepts: vesting, cliff, good leaver / bad leaver, claw-back, golden parachute or post-contractual non-compete covenants. Many come from the Anglo-Saxon environment and have no literal counterpart in Spanish law. They are requested by startups setting up their option pool, multinationals with global plans and international executives. We deliver them as a simple or sworn translation depending on their use.
Options over shares, RSUs and equity award plans, with their exercise and vesting conditions.
A stake in value without delivery of equity, multi-year bonuses (LTIP) and long-term variable pay.
Executive and director contracts, with exit (golden parachute), retention and good/bad leaver clauses.
Post-contractual non-compete, exclusivity, confidentiality and claw-back clauses.
Translators who know the language of executive remuneration — vesting, leaver, claw-back, option plans — and how it maps between the Anglo-Saxon environment and Spanish law. We review every vesting, exit and retention condition before delivery, ensuring consistency across the whole plan. Personalised service from start to finish.
Select the language and tell us the type of plan or contract. English is the most common in incentive plans of international groups; also German, French and other combinations. If you don't see yours, just ask.
We translate remuneration plans and executive contracts, respecting definitions, vesting schedules and cross-references. We keep the terminology consistent across the plan, the contract and their schedules.
Plan rules, grant agreement and vesting schedule.
Phantom share plans and restricted stock units (RSUs).
Variable pay and long-term incentive plans with targets.
Executive contract with remuneration, targets and exit clauses.
Good/bad leaver, golden parachute, non-compete and claw-back.
Secondment and international transfer of executives and key employees.
The incentive plan as a schedule to a funding round.
The employee's employment documentation, beyond the incentive.
They are different documents that are often signed together: the plan governs the incentive (the options or the bonus); the contract governs the executive's employment relationship. Knowing which is which helps translate them with the right terminology. We cover both.
It governs how and when the employee or executive obtains the incentive: what the instrument is, how much, under what targets and with what vesting schedule.
It governs the executive's relationship with the company: duties, fixed pay, exclusivity and what happens when the relationship ends.
A workflow with legal judgement: review of the plan or contract, a glossary of key concepts (vesting, leaver, claw-back), clause-by-clause translation and a final check of schedules and conditions. We confirm whether you need the sworn or simple format.
The plan or contract in Word or PDF; if it is bilingual, tell us which language prevails.
NowWe confirm languages, how the document will be used and whether it needs a sworn or simple translation.
15 minRemuneration terminology, equivalence between legal systems and a final review.
Depending on volumeIn the format you need; with MAEC signature and stamp if it is a sworn translation.
GuaranteedThere is no single rate: a plan can range from an individual grant agreement to the full plan rules with their schedules. The price is worked out from these four factors; that is why it helps for us to see the document before giving you a firm figure.
Send us these four details and we reply with the price, a feasible turnaround and the recommended delivery.
Incentive plans and executive contracts are usually translated as a simple translation, to inform the workforce or sign between the parties. But when the document must be submitted to a court (for example, in an employment dispute), executed as a public deed or filed with a public body, a sworn translation is required, signed and stamped by an officially accredited sworn translator-interpreter. You can check accreditation by language in the official search tool of the Ministry of Foreign Affairs.
The general framework is governed, among other rules, by Royal Decree 724/2020 (BOE), which regulates the Language Interpreting Office and the role of the sworn translator. If your procedure is international, in some cases a Hague apostille or legalisation is also required depending on the country.
At Trayma we review the destination country and body with you before issuing the final version, so we can recommend the safest type of delivery and avoid rejections.
These are the executive remuneration plans, contracts and clauses we translate most often. Most are simple translations; some, when they need official validity, are delivered sworn. If yours is not on the list, just ask.
We are right in the centre of Alicante, next to the train station, with easy access by public transport. In-person service by appointment and online handling throughout Spain.
Tell us which languages you need it in and what for (communicating it to the workforce, signing with an executive, submitting it for a procedure). We tell you whether it needs a sworn or simple translation, the firm price and the turnaround, in full confidentiality and with an NDA.
Attach your documents and we’ll send back a firm quote within 15 minutes, in full confidence. No obligation.
