Equity Compensation Series: A Brief Overview of the Types of Equity Compensation

06/19/2024 12:55 PM By Mike Halper, CFP®, MPAS®, SE-AWMA®, CDAA, CBDA

Equity compensation has become a critical element in employee compensation packages, offering a stake in the company's success and aligning employees' interests with those of the company and its shareholders. It comes in various forms, each with unique incentives, tax implications, risks, and financial planning considerations.


Equity compensation is a very complex topic, with many factors affecting the benefits, risks, taxes, and long-term financial planning strategies. This article provides a basic overview of the primary types of equity compensation: restricted stock, restricted stock units (RSUs), non-qualified stock options (NSOs), incentive stock options (ISOs), employee stock purchase plans (ESPPs), and stock appreciation rights (SARs). Over the next several weeks, this Equity Compensation Series will dive deeper into each type of equity compensation to provide more detail.

Restricted Stock

Overview

Restricted stock involves granting employees shares that are subject to vesting conditions, such as continued employment or performance milestones. These shares are typically awarded at no cost or a nominal purchase price.

Incentives

Restricted stock helps retain key talent by tying their compensation to long-term employment and performance goals. It also aligns employees' interests with those of the company and the company's shareholders, as employees benefit from the company's success.


Restricted stock provides a clear path to ownership in the company, potentially leading to significant financial rewards if the company's stock performs well. It also encourages long-term employment and engagement.

Taxes

At the time of vesting, the fair market value of the shares is considered ordinary income and is subject to income tax. Employees may elect to be taxed at the grant date (Section 83(b) election), potentially lowering the tax burden if the stock value increases.

Risks

The primary risk is the potential decline in stock value. Additionally, employees may face a substantial tax bill at vesting, which could strain finances if they lack liquidity.

Financial Planning Considerations

Employees should consider the tax implications and the potential need for liquidity to cover taxes at vesting. Diversification is essential to mitigate the risk of holding a significant portion of wealth in company stock.

Restricted Stock Units (RSUs)

Overview

RSUs are similar to restricted stock but do not involve issuing actual shares until the vesting conditions are met. Once vested, the company grants the shares to the employee.

Incentives

RSUs are effective in retaining employees and motivating them to meet performance targets. They do not require issuing shares until vesting, which helps manage dilution.


RSUs offer a straightforward path to acquiring company stock, providing a sense of ownership and potential financial gain if the company's stock appreciates.

Taxes

Upon vesting, the fair market value of the shares is subject to income tax and payroll taxes. Unlike restricted stock, there is no opportunity for a Section 83(b) election with RSUs.

Risks

RSUs carry the risk of stock price volatility, and employees must plan for the tax liability at vesting.

Financial Planning Considerations

Employees should plan for tax payments at vesting and consider strategies to diversify their holdings. Selling a portion of vested shares to cover taxes and reinvest in a diversified portfolio can be prudent.

Non-Qualified Stock Options (NSOs)

Overview

NSOs give employees the right to purchase company stock at a predetermined price (exercise price) after a specific period or upon meeting certain conditions.

Incentives

NSOs motivate employees to work towards increasing the company's stock price, as their financial gain is directly linked to the company's success. NSOs are also flexible and can be tailored to specific employee groups.


NSOs offer the potential for significant financial gain if the company's stock price appreciates above the exercise price. They provide a sense of ownership and alignment with the company's success.

Taxes

Upon exercise, the difference between the exercise price and the fair market value of the stock is treated as ordinary income, subject to income and payroll taxes. Capital gains tax applies to any subsequent appreciation upon sale.

Risks

The primary risk is that the stock price may not exceed the exercise price, rendering the options worthless. Additionally, employees face potential tax liabilities upon exercise.

Financial Planning Considerations

Employees should consider the timing of exercise to manage tax implications and cash flow needs. Diversification strategies are essential to manage concentration risk in company stock.

Incentive Stock Options (ISOs)

Overview

ISOs are a type of stock option that offers favorable tax treatment if specific conditions are met. They are typically granted to key employees and executives.

Incentives

ISOs are a powerful tool for attracting and retaining top talent, providing significant potential rewards for employees while aligning their interests with company performance. They also offer tax advantages that can be appealing to employees.


ISOs provide substantial tax benefits if the holding period requirements are met, as gains are taxed at the lower long-term capital gains rate. They offer the potential for significant financial gain and a sense of ownership in the company.

Taxes

If held for at least two years from the grant date and one year from the exercise date, gains from ISOs are taxed at the lower long-term capital gains rate. However, the difference between the exercise price and the fair market value at exercise may trigger the alternative minimum tax (AMT).

Risks

ISOs can become worthless if the stock price does not appreciate. Additionally, the AMT can create unexpected tax liabilities.

Financial Planning Considerations

Employees should carefully plan the timing of ISO exercises to manage AMT exposure and consider selling shares strategically to maximize tax benefits. Diversification remains a key strategy.

Employee Stock Purchase Plans (ESPPs)

Overview

ESPPs allow employees to purchase company stock at a discount, often through payroll deductions over a specified offering period.

Incentives

ESPPs promote employee ownership and investment in the company, which can enhance employee loyalty and motivation. They are also relatively straightforward to administer.


Often, ESPPs provide an opportunity to purchase company stock at a discount, offering immediate financial benefit. They encourage long-term investment in the company and potential capital gains.

Taxes

If certain holding period requirements are met, the discount received at purchase is taxed as ordinary income, and any additional gain is taxed at the lower capital gains rate. Otherwise, the discount is taxed as ordinary income at purchase.

Risks

Employees face the risk of stock price decline and the potential concentration of their investment portfolio in company stock.

Financial Planning Considerations

Employees should evaluate the benefits of participating in the ESPP, considering the discount and potential tax advantages. Diversification strategies are crucial to mitigate risks associated with holding significant amounts of company stock.

Stock Appreciation Rights (SARs)

Overview

SARs provide employees with the right to receive the appreciation in the company’s stock price over a specified period, payable in cash or shares.

Incentives

SARs align employee interests with stock price performance without issuing actual shares, helping manage dilution. They are effective in motivating employees to focus on long-term company growth.


SARs offer potential financial rewards tied to the company's stock price appreciation without requiring an upfront investment. They provide a clear incentive to contribute to the company's success.

Taxes

SARs are typically taxed as ordinary income upon exercise, with the amount received (cash or shares) is subject to income and payroll taxes.

Risks

The primary risk is that the stock price may not appreciate, resulting in no payout. Employees also face potential tax liabilities upon exercise.

Financial Planning Considerations

Employees should plan for the tax impact of SAR exercises and consider strategies to manage concentration risk if paid in shares. Diversification and liquidity planning are essential components of a comprehensive financial strategy.

Financial Planning is Important with Equity Compensation

Equity compensation offers significant potential rewards but also comes with complexities and risks that require careful planning. Understanding the incentives, tax implications, risks, and key financial planning considerations for each type of equity compensation can help with making informed decisions to maximize their benefits and achieve financial goals. Consulting with a financial advisor can provide personalized guidance tailored to individual circumstances and objectives.


Stay tuned for more in this Equity Compensation Series, where we'll dive deeper into each type of equity compensation.

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This content is developed from sources believed to be providing accurate information. The information in this material is not intended as investment, tax, or legal advice. It may not be used for the purpose of avoiding any federal tax penalties. Please consult legal or tax professionals for specific information regarding your individual situation. The opinions expressed and material provided are for general information, and should not be considered a solicitation for the purchase or sale of any security. Digital assets and cryptocurrencies are highly volatile and could present an increased risk to an investors portfolio. The future of digital assets and cryptocurrencies is uncertain and highly speculative and should be considered only by investors willing and able to take on the risk and potentially endure substantial loss. Nothing in this content is to be considered advice to purchase or invest in digital assets or cryptocurrencies.





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