RSU vs. Options
Many of our clients receive company stock awards as part of their compensation. Sometimes and employer will allow the employee to elect to receive either restricted stock units (RSUs) or stock options. RSUs vest with value regardless of the stock price, while stock options only pay out if the stock price remains above the strike price. At the same time, if an employee elects the stock options, the number of shares they receive is typically a multiple of the number of RSUs awarded.
This tool helps you understand the economics of electing RSUs vs. options at various hypothetical stock prices. The decision to elect one over the other can be complex and nuanced, involving factors such as your risk tolerance and tax implications. While this will not help you incorporate those complicating factors, it is a good starting point if you are offered the opportunity to accept RSUs or options as part of your compensation package.