Use Case · For the CHRO & Equity Admin
Traditional ESPPs require payroll deductions. The workforce most companies most want to reach, contract, hourly, gig, global, doesn't have that relationship. Managed Contributions™ by Carver Edison replaces payroll deductions with bank and card payments, so eligibility becomes a policy decision instead of a payroll constraint.
The Problem
A growing share of the workforce - contractors, hourly, gig, cruise crew, globally distributed - sits outside the traditional payroll relationship. Companies that want to extend equity to those populations hit a structural wall: the ESPP itself was built on payroll deductions, and the payroll relationship isn't there.
Traditional ESPPs collect participant contributions through pre-tax or post-tax payroll deductions. Workers who don't run through W-2 payroll - contractors, agency hourly, gig, certain international populations - are structurally excluded from the plan, regardless of whether the company wants to include them.
Non-payroll workforces are expanding across most large employers - franchise networks, hospitality, logistics, healthcare, and global operations. The gap between who the company employs and who the ESPP can reach widens with every hire outside W-2.
Companies that try to extend equity to non-payroll populations end up with parallel processes - manual invoicing, separate contracts, bespoke administration. The lift is unsustainable and the experience for participants is second-class.
The Mechanism
Traditional ESPPs require active payroll deductions, which makes the program legally and operationally available only to your W-2 workforce. Managed Contributions™ collects ACH and card payments directly from participants, replacing the payroll-deduction requirement entirely so the plan can extend to any employment relationship your company chooses to include.
Traditional ESPP
Managed Contributions™ by Carver Edison
The Outcome
Every employment relationship at your company can participate in the same plan - W-2, contractor, hourly, gig, or global - through the same payment mechanism.
Illustrative example
For a 100,000-person workforce with 40% outside the W-2 payroll relationship.
Today
With Carver Edison
Methodology: Managed Contributions™ replaces payroll deductions with bank account and card payments, so eligibility becomes a comp-philosophy decision instead of a payroll constraint. Contractors, hourly, gig, cruise crew, and globally distributed employees all participate in the same plan, on the same terms, through the same payment mechanism.
Related Outcomes
Decrease stock-based compensation by as much as 85% on the same grants.
See use case → 03.Extend equity participation across your broader workforce with no impact on P&L.
See use case → 04.Give employees a meaningful raise in real economic value without a budget increase.
See use case →Book a 30-minute walkthrough with our team. We'll model the eligible non-payroll population at your company and the participation curve we'd expect.