Equity Compensation 101

Equity compensation is becoming increasingly common in today’s workplace, especially in industries like technology, biotech, and startups. It can represent a significant portion of your income and net worth—but it also comes with unique complexities that require proper management.

In this post, we’ll explore the different types of equity compensation, their tax implications, and key things to consider to make the most of this benefit.

Why Equity Compensation Matters

Equity compensation offers employees a stake in their company’s success. However, it’s important to understand how these benefits work, as they can impact your taxes, financial planning, and overall wealth strategy. Mismanaging equity compensation can result in avoidable tax bills or missed opportunities to grow your wealth.

The Types of Equity Compensation (with Examples)

1. Restricted Stock Units (RSUs)

RSUs are one of the most common forms of equity compensation. They are granted to you by your employer and typically vest over time. Once vested, RSUs are considered taxable income at their fair market value.

• Example: Sarah is granted 1,000 RSUs that vest over four years. After the first year, 250 shares vest at $50 per share, meaning Sarah has $12,500 in taxable income. If she sells the shares later at $70 per share, she’ll owe capital gains tax on the $20 per share increase.

2. Employee Stock Purchase Plans (ESPP)

An ESPP allows employees to purchase company stock at a discount, often 10-15%, through payroll deductions. Some plans offer additional tax benefits if certain holding periods are met.

• Example: John buys stock through his company’s ESPP at a 15% discount. If the stock’s market price is $100, he pays $85 per share. If he sells immediately, the $15 discount is taxable as income. If he holds the shares for two years, he qualifies for favorable long-term capital gains treatment.

3. Non-Qualified Stock Options (NQSOs)

NQSOs give employees the right to purchase company stock at a fixed price (the strike price) for a set period. Taxes are due at the time of exercise on the difference between the stock’s market value and the strike price.

• Example: Maria exercises 5,000 NQSOs at a $25 strike price when the stock is worth $50. She owes ordinary income tax on the $125,000 difference. If she holds the shares and sells them at $60 per share, she pays capital gains tax on the additional $10 per share gain.

4. Incentive Stock Options (ISOs)

ISOs offer special tax benefits but come with stricter requirements. Unlike NQSOs, you don’t owe taxes upon exercise if you hold the shares for at least one year after exercise and two years after the grant date.

• Example: David exercises 10,000 ISOs at a $20 strike price when the stock is worth $50. If he holds the shares for the required period, he pays long-term capital gains tax on the $30 per share gain. However, the $30 “bargain element” may trigger Alternative Minimum Tax (AMT) in the year he exercises.

5. Restricted Stock

Restricted stock is granted outright but often comes with vesting conditions. Employees can make an 83(b) election to pay taxes at grant rather than at vesting, potentially saving on taxes if the stock appreciates.

• Example: Lisa is granted 1,500 restricted shares worth $10 per share. By making an 83(b) election, she pays taxes on $15,000 at the time of the grant. When the stock appreciates to $30 per share, she pays long-term capital gains tax on the $20 per share increase when she sells.

Key Considerations When Managing Equity Compensation

1. Understand Your Vesting Schedule
   • Know when your equity vests so you can plan for potential income and taxes.
2. Plan for Taxes
   • Equity compensation can create unexpected tax liabilities. Consider working with a financial advisor or tax professional to develop a tax strategy.
3. Diversify Your Portfolio
   • Avoid being overly reliant on your employer’s stock by diversifying your investments to reduce risk.
4. Think Long Term
   • Some forms of equity compensation, like ISOs and ESPPs, reward patience. Holding your shares for specific periods can significantly reduce your tax bill.

Conclusion

Equity compensation can be a powerful wealth-building tool if managed wisely. However, it’s essential to understand the details of your plan, the tax implications, and how equity fits into your overall financial strategy. If you have questions about managing your equity compensation, consider reaching out to a financial advisor for guidance.

Joseph Stabile is a Registered Representative of and offer securities and investment advisory services through MML Investors Services, LLC. Member SIPC. Supervisory Office: 2 Bala Plaza, Ste 901, Bala Cynwyd, PA 19004. Tel: 610.766.3000

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