I think it's worth taking a second to consider the design of the measure.
Under the previous system, in which you had tandem stock option rights, the use of these rights would result in a situation in which the employee, by cashing in the option, would still be entitled to the 50% deduction and the employer could fully deduct the cash payment. In this sense, a certain portion of that payment escaped taxation at either the corporate level or the individual level.
What we did is effectively require the employer and employee to choose who gets the deduction. We eliminated one half of it. As a result of that, if the employee exercised the option, they would still be entitled to the 50% deduction. In that case, the employer, by virtue of issuing shares rather than cash, would not receive the deduction they would have otherwise obtained.
If the employee continues to choose cash, generally speaking, unless a mutual arrangement is established between the employee and employer, the employee is fully taxed on that income, as they would be on any other employment income, and the employer can fully deduct the amount.
So you have a system in which there's a choice involved. We can estimate the overall revenue impact of that, but the specific allocation of that revenue cost to either the employee or the employer will depend on the nature of the choice that's made.
We know we're getting our half, but we don't know from whom, in simple terms.