We take care of RSU withholding, reporting and additional matters for you, backed by specialist support.
Engage and reward staff
Attract international talent and boost retention by granting employees restricted stock units (RSUs) through Remote.
Our specialist team will assist with withholding, reporting and the navigation of particular tax regimes (for example, Section 431 Elections in the UK). We are the only global HR provider to supply full RSU support (not just “virtual shares”). Even better: Remote EOR customers get RSU support at no additional cost.
Senior hires expect equity. Remote helps you reward employees compliantly with RSUs, wherever your team is based.
Do not allow any team member to feel like a “second-class” employee because of where they live. Partnering with Remote lets you provide equitable total rewards and a consistent employee experience across borders.
Understanding how restricted stock units differ from stock options—the benefits and drawbacks of each—and when it may be appropriate for a company to move from options to RSUs is essential.
Stock options give the right to buy company shares at a set price, whereas restricted stock units (RSUs) confer actual ownership in the business, granted to employees free of charge.
As organisations progress, their equity compensation approach should adapt. Moving from stock options to RSUs frequently makes sense for later-stage firms with a steadier market presence, since RSUs generally show less volatility than stock options (often favoured by smaller start-ups).
Keeping leading talent becomes more important as firms mature. Because RSUs offer relative stability, a direct tie to company performance and growth, and require no purchase of shares, employees often prefer them over stock options. That preference makes RSUs a potent means of attracting top candidates, building loyalty and encouraging sustained contribution to the company’s success.
In contrast to stock options—where employees must pay a 'strike price' to buy shares—RSUs are awarded outright once vested, removing any initial financial burden on employees.
RSUs are sometimes seen as having less upside than stock options, since options let employees benefit from rises in a company’s share price over time, whereas RSU value tends to reflect the company’s present market worth. Issuing many RSUs can also dilute value. These factors should be weighed before adopting an equity plan.
Although RSUs can form a valuable element of a company’s compensation mix, they are not invariably the right choice. Leaders must carefully weigh the advantages and disadvantages of RSUs versus stock options and take account of their particular circumstances when choosing an equity strategy. If you have questions, schedule a call with a Remote incentive planning expert now.