Global RSUs done for you
Our team of experts help you with withholding, reporting, and navigating special tax regimes (such as Section 431 Elections in the UK). We are the only global HR provider to offer comprehensive RSU support (not just “virtual shares”). Even better: Remote EOR customers get RSU support at no additional cost.
Attract, retain, and motivate top talent
Top employees expect equity compensation. Remote helps you compliantly reward employees with RSUs no matter where your team operates.
Build a culture of fair equity
Don’t let anyone on your team feel like a “second- class” employee because of where they live. By partnering with Remote, you can ensure equitable total rewards and a consistent employee experience across borders.
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While stock options provide the right to purchase company shares at a predetermined price, restricted stock units (RSUs) represent an actual ownership interest in the company, granted to employees at no cost.
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Unlike stock options, where employees need to pay a 'strike price' to purchase shares, RSUs are granted outright once vested, eliminating any upfront financial burden on employees.
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RSUs are often perceived to have lower upside potential compared to stock options, because stock options allow employees to benefit from the increase in a company's stock price over a set period while the value of RSUs is more directly tied to the company’s current market value. Additionally, issuing RSUs can sometimes lead to dilution of value if a large number of RSUs are granted. These downsides need to be considered before proceeding with an equity plan.
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While RSUs can be a valuable part of your company’s compensation toolkit they may not always be the best option. It’s crucial for leaders to weigh the pros and cons of RSUs compared to stock options and consider their specific circumstances when deciding on an equity compensation strategy. If you have questions, schedule a call with a Remote incentive planning expert now.