8 years of experience in employment tax and reward
Specializes in management equity plans and long-term incentive plans
London
@alvarezmarsal
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Aya Ishikawa is a Senior Director with Alvarez & Marsal Tax in London. She brings more than eight years of experience in employment tax and reward.
Ms. Ishikawa specialises in management equity plans and long-term incentive plans. She also assists clients in implementing these plans, including global plans for private equity backed portfolio companies and privately held companies in various stages of the business cycle.
Ms. Ishikawa has assisted entrepreneurial privately held companies, private equity investments, businesses in the FTSE 250, and Japanese companies in various industries, including insurance and energy.
Prior to joining A&M, Ms. Ishikawa spent eight years with Deloitte in London. She started in the mobility team, assisting employers on the tax, practical and reward implications of transferring individuals around the globe. Ms. Ishikawa focused on long-term incentive rewards, particularly share plans, and has experience in valuing shares awarded under management equity plans.
Ms. Ishikawa earned a bachelor’s degree in law from the University of Warwick. She is fluent in Japanese and English.
In this article for employers, we have highlighted the key aspects of the Chancellor’s Spring Statement from last week in relation to employee share schemes and summarised how this will affect employers.
As we head into 2023 and given the uncertain economic outlook, Private Equity funds and portfolio companies will be looking at their management equity plans (‘MEPs’) from several standpoints to ensure these have the desired incentive effect for the management team. Whilst doing nothing may seem like the easy option, often it will be in the best interests of both investors and management to restructure the management equity plan.
Latest insightsThe latest insights from Aya Ishikawa's team
IRC Section 162(m) limits publicly held corporations to deducting no more than $1 million in compensation per taxable year for certain covered employees. How can corporations manage the multiple categories of covered employees under these new regulations?
