Ledgy

Overview

Ledgy is an equity and executive compensation platform for companies managing non-cash awards. It is best suited to finance, legal and people teams coordinating compensation across a growing or international workforce. Its broad administration toolkit is a strong fit for complex programs, but Launch’s 50-stakeholder cap makes the move to paid plans an early consideration.

Key features

Ledgy combines cap table management and share-plan automation with employee communications, compliance, financial reporting, trading and settlement, and executive compensation management. It supports awards including ESOP, VSOP, LTIP, EMI, CSOP, RSUs, options, warrants, growth or hurdle shares, BSPCE, SARs and STAK. Advanced vesting, tax reporting and valuation support make it more capable than a basic grant tracker for companies managing varied compensation programs.

International teams get automated country-specific compliance reports, global mobility reporting, custom vesting and IFRS 2 expensing. More than 70 HRIS integrations support employee-data synchronization and grant workflows. Automated granting, bulk document creation and signing, exercising and offboarding can reduce repetitive administration; Scale allows up to two offboarding workflows, while Enterprise offers unlimited workflows.

Employees can view grants, vesting schedules and award updates in dashboards, then exercise and trade shares through Ledgy. That employee access complements the administrative tools, though teams should account for the GraphQL API’s limit of 20 requests every 5 seconds per company when planning integrations. Ledgy is certified to ISO 27001:2022 and states that it uses TLS 1.3, annual penetration tests, role-based access controls, SAML SSO with SCIM provisioning and GDPR compliance. Its Trust Centre includes ISO 27001, SOC 1 Type 2 and SOC 2 Type 2 documentation.

Pricing

Launch is free and supports up to 50 stakeholders, a flexible multi-entry cap table, equity plans and grants, and simple vesting, with self-serve support. It is a useful starting point for smaller programs, but does not include the paid tiers’ more specialized reporting and workflow capabilities.

Essentials starts at €3k/year and adds tranche-level expensing, Black Scholes valuations, custom accounting, locked report history and a disclosures report. It suits teams prioritizing accounting and reporting. Scale starts at €5k/year, includes 50+ stakeholders and more than 70 HRIS integrations, and adds up to two offboarding workflows, up to five performance conditions and email support. It is the more relevant step for teams connecting HR data and grants, but the workflow and performance-condition limits matter.

Advanced starts at €5k/year and includes all Essentials features, cost centre movements, performance conditions and journal entries; multi-currency conversion is coming soon. Enterprise starts at €18k/year and includes 200+ stakeholders, unlimited performance conditions and offboarding workflows, GraphQL API access, SCIM provisioning and 2FA enforcement. Its dedicated capabilities suit larger or more security-conscious organizations, though the starting price is a substantial commitment. Public has custom pricing and includes automated share-plan administration, trading and settlement, financial reporting, and email and chat support.

Platforms

Ledgy is available on the web and through its API. Its GraphQL API uses OAuth 2.0 service accounts; API access is included with Enterprise, and the company-level rate limit is 20 requests per 5 seconds.

Who it's for

Ledgy fits private and public companies that need equity administration alongside employee access, compliance and financial reporting, particularly when teams work across countries or use HRIS integrations. It is less suited to a small company seeking only a basic cap table or to a team that needs more than 50 stakeholders without a paid plan.

Pros and cons

• Pro: Broad support for award types, advanced vesting, tax reporting and valuation makes it useful for varied compensation programs.
• Pro: International compliance reporting and more than 70 HRIS integrations can connect recurring finance, legal and people-team work.
• Pro: Employee dashboards include award updates and support exercising and trading shares.
• Con: Launch is capped at 50 stakeholders, while Scale’s starting price is €5k/year for teams needing its HRIS integrations.
• Con: Scale limits offboarding workflows and performance conditions; the unlimited versions require Enterprise at €18k/year.
• Con: API access is an Enterprise feature and is subject to a per-company rate limit.

Alternatives

For a simpler or lower-cost entry point, Cake Equity offers a free plan for five stakeholders with cap table, stock options and SAFE notes, while Ledgy’s free tier covers up to 50 stakeholders. Eqvista is another free option, with a cap table and ESOP management, vesting schedules and stakeholder accounts for fewer than 20 stakeholders.

EquityList is web-only and offers a free tier for 10 stakeholders and 1,000 lifetime AI credits; it may suit teams comfortable with that smaller cap. Vquity offers a free plan for one company and up to 10 stakeholders, with all modules included, so it is an option for smaller teams wanting access to its full module set without an initial payment. Fidelity Private Shares has a free Launch plan for up to 25 stakeholders and companies with less than $1M raised, including cap table management, equity plan generation and scenario modeling.

Empower Health and Welfare Benefits Administration is a paid alternative for benefits administration. Computershare BoardWorks is a paid board-management alternative with all modules included and additional users charged. Astrella is a paid alternative with a free trial and an Early Stage plan at $1,200 per year for 0–25 stakeholders.

For broader category comparisons, see Equity Compensation Management Software and Cap Table Management Software.

Verdict

Choose Ledgy if your company needs equity administration that links grants, employee access, international compliance and financial reporting in one platform. Its strongest case is the combination of broad plan support and workflow automation; the main reason to look elsewhere is cost, especially if your team outgrows the 50-stakeholder free tier or needs Enterprise-only API and provisioning capabilities.