RSU withholding, reporting and related tasks handled for you, backed by expert support.
Engage and reward talent
Attract talent worldwide and boost retention by granting employees restricted stock units (RSUs) through Remote.
Specialist advisers handle withholding, reporting and the complexities of 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-performing employees expect equity. Remote enables you to reward employees compliantly with RSUs, wherever your team is based.
Do not allow team members to feel like “second-class” employees because of where they live. By partnering with Remote, you can ensure equitable total rewards and a consistent employee experience across borders.
Understanding how restricted stock units differ from share options, the advantages and disadvantages of each, and when a move from share options to RSUs is appropriate for your business, is essential.
Share options give employees the right to buy company shares at a set price, whereas restricted stock units (RSUs) grant employees a direct ownership stake in the company without any purchase required.
As businesses mature, their equity approach should evolve. Moving from share options to RSUs frequently suits later-stage companies with a steadier market position, since RSU value tends to be less volatile than options (which are typically preferred by smaller startups).
Retaining high-calibre staff becomes more important as companies mature. With greater stability, a direct link to company performance and no purchase requirement, RSUs often appeal more to employees than share options. That makes RSUs an effective tool for attracting top candidates, fostering loyalty and motivating teams to support long-term company growth.
Unlike share options, which require employees to pay a 'strike price' to buy shares, RSUs are delivered outright when vested, removing any upfront financial burden for employees.
RSUs are often seen as offering less upside than share options, since options allow employees to benefit from a rise in share price over time while RSU value is more closely tied to the company’s current market value. Issuing a large number of RSUs can also dilute value. These factors should be weighed carefully before implementing an equity plan.
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 share 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.