With more business families going global, it’s imperative that family businesses consider the tax implications as well as the business and personal factors when planning a family business transfer. In this report, KPMG offers two case studies on taxing family business transfers and the significant disparities between tax regimes. The report also compares the vastly different tax implications of transferring the family business through gifting during the owner’s lifetime (including on retirement) and through inheritance across 57 countries, territories, and jurisdictions worldwide.
Resource Search
Many family businesses are undergoing or anticipating transitions, prompting the need for trusted advisors more than ever. This session features experts who have deep breadth of experience in helping families manage business transitions and the complexity that comes with them, including new liquidity, helping founders find their next purpose, and more.John Brown, Founder, Business Enterprise Institute Moderated by Gaby Griffin, Market Leader, Business Owners and Family Office Executives, FOX
Every family’s succession journey is unique, and the change can feel uncomfortable. To help navigate that transition in leadership, 32 former family office CEOs offer their succession stories with the intent of sharing their advice and lessons learned to light the path for those for whom such a transition may be on the horizon. Along with the important lessons learned are helpful resources that include a sample succession plan.
As we approach the two-year mark since the COVID-19 virus first hit and start to envision a “new normal,” Family Office Exchange (FOX) has identified three dominant themes that will drive disruption and opportunity for families of wealth, their family offices, and their professional advisors. We call them the "3Ts” – transitions, talent, and technology.
Private trust companies; profits interest structures; direct investments. The world of family wealth management is getting more complex all the time. As families and their office management teams evolve and learn best practices, there is a natural tendency to add more complexity to their structure and operations. Recently, we’ve seen this movement exhibit itself in several ways.Click here if you would like to participate in the survey.
While successful businesses benefit from disciplined operations and strategic planning, the management of family wealth is often eclipsed by the needs of the business and improperly delegated to trusted business executives. Ostensibly practical, this approach can result in a loss of critical long-term financial benefits as well as expose the family to unnecessary legal and privacy risks.
Even the most well-run, retirement plans can be the target of an excessive fee claim, which can cost millions of dollars to defend and/or settle. Being prepared and taking the necessary steps—including obtaining fiduciary liability insurance—can help reduce the claims, mitigate the exposure, and protect against potentially devastating loss of personal assets.
Minority owners of a business face unique challenges. With limited or no control over the management and governance of a business, minority owners can be unfairly left in the cold or squeezed out. However, deliberate preparation and negotiation at the initial stages of the business can set up minority owners with the necessary tools and formation agreement to eliminate or reduce many of these difficulties and even avoid future conflict.
Unlike businesses with a single controlling owner or several owners, a 50/50 business by its very nature is ripe for disagreement between its owners. Owners of a 50/50 business will need to proactively consider how to handle disagreements when setting up their business venture and drafting their operating agreement, shareholders agreement, or partnership agreement. In a 50/50 arrangement, there are ways owners can negotiate and draft the company’s governing documents to anticipate four common areas of disagreement.
Work is evolving in response to the COVID-19 pandemic. As a result, organizations need to recalibrate their compensation approach to ensure program goals and objectives align with this new reality. Learn what key considerations organizations should take as they review and update their compensation philosophy, programs, and practices. A checklist is also provided to help prepare for a compliant and stress-free enrollment season.