We handle RSU withholding, reporting, and related tasks with expert support.
Motivate and reward
Bring in international talent and boost retention by granting employees restricted stock units (RSUs) through Remote.
Our specialists manage withholding, reporting, and guidance on 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.
High-calibre employees expect equity as part of compensation. Remote helps you reward employees with RSUs in compliance with regulations, wherever your team is based.
Do not let any team member feel like a “second-class” employee because of their location. Partnering with Remote ensures fair total rewards and a uniform employee experience across borders.
Understanding how restricted stock units differ from stock options, the advantages and drawbacks of each, and when it is appropriate to transition from options to RSUs is essential for your company.
Stock options grant the right to buy company shares at a set price, whereas restricted stock units (RSUs) confer direct ownership in the company and are issued to employees without cost.
As businesses advance, their equity compensation approaches should adapt accordingly. Transitioning from stock options to RSUs commonly benefits later-stage companies with steadier market positions, since RSU value is typically less volatile than that of stock options (which smaller startups frequently prefer).
Keeping top employees becomes more important as companies stabilise. Because RSUs offer a direct tie to company performance, predictable value, and no purchase requirement, they often appeal more to employees than stock options. That makes RSUs a powerful way to attract top candidates, increase loyalty, and motivate long-term contributions to company growth.
Unlike stock options — which require employees to pay a 'strike price' to buy shares — RSUs are delivered outright upon vesting, removing any initial financial obligation for employees.
RSUs are frequently seen as having less upside than stock options, since options let employees benefit from share price increases over time, while RSU value is more directly linked to the company's present market value. Issuing a large volume of RSUs can also dilute value. These factors should be weighed before implementing an equity plan.
Although RSUs can form a useful part of your compensation mix, they are not always the optimal choice. Company leaders must assess the advantages and disadvantages of RSUs versus stock options in light of their unique situation when selecting an equity strategy. If you have questions, schedule a call with a Remote incentive planning expert now.