Equity compensation has evolved over the last two decades from being exclusive to C-suite executives to becoming more widespread among regular employees. Companies now increasingly award restricted stock units (RSUs) as a form of compensation to incentivize staff and attract talent. Unlike traditional share options, RSUs provide direct stock ownership without requiring employees to purchase shares at a fixed price.
Risk exposure, market demand and tax bills are all critical factors to be considered if you want to make the most of your restricted stock units (RSUs).
Twenty years ago, equity compensation was a perk reserved for the C-suite, but now regular employees increasingly receive share awards.
Instead of share options, which give employees the right to buy shares, US multinationals mostly offer restricted stock units (RSUs) to staff.
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