Equity Compensation: Pros&Cons, Types And How It Works (2024)

FAQs

What are the three types of equity compensation? ›

Equity compensation is non-cash pay that is offered to employees. Equity compensation may include options, restricted stock, and performance shares; all of these investment vehicles represent ownership in the firm for a company's employees.

Non-qualified stock options are the most common type of equity compensation. NQSOs give employees the right to buy shares of company stock at a preset price (known as the “strike price” during a certain period of time.

The four major types of direct compensation are hourly wages, salary, commission and bonuses.

Equity compensation gives you an ownership stake in the company once you meet internal vesting requirements. This structure can provide built-in motivation to work harder and stay with the company longer—if the organization ultimately does well, that could be good news for your investment portfolio.

From the Company perspective: (1) founders may feel they are giving up a piece of "their company;" (2) the rules are complex, and the tax (mostly to the employee) and accounting consequences (to the Company) of failing to follow those rules can be severe; (3) valuation of privately held companies is not a science - so ...

There's another risk with all forms of equity compensation: Concentration risk. Your financial future already depends on your employer to pay a salary and benefits. Equity compensation makes you even more invested in the financial stability of your employer, which can make you vulnerable if the employer falters.

Your award pays out Ordinary income and FICA* • Your employer withholds these taxes for you. On your W-2, your employer reports the value of your shares as income, along with the amount of taxes withheld. Use the information on your W-2 to complete your tax return.

What is the standard equity compensation? ›

The most common type of equity compensation, restricted stock units (RSUs), are offered when a company has a stable valuation or goes public. Similar to stock options, they vest over time, but you don't have to buy them. Therefore, RSUs have less risk while enticing employees to stick around for their assets to vest.

Examples of equity-based compensation include Stock Transfers, Stock Options, Stock Warrants, Restricted Stock, Restricted Stock Units, Phantom Stock Plans, Stock Appreciation Rights, and other awards whose value is based on the value of specified stock.

Total compensation. Often the most attractive to new hires, total compensation offers a base salary, plus benefits and bonuses. A benefits package that covers a percentage of employees' medical and dental bills, as well as any additional health benefits, such as physiotherapy, is typically offered as total compensation ...

An official compensation plan cultivates pay equity and transparency, maintains strong company culture, and helps retain top talent. Pay equity is simply compensating employees equally for performing the same or similar role according to factors like experience and job performance.

Perks and benefits are non-salary compensation offerings that can make a job more attractive to candidates. They can include things like health insurance, paid time off, retirement savings plans, and wellness programs.

Shareholders' equity implies the amount invested by investors in the entity. It involves preference and common shares, paid-in capital, and retained earnings.

Share-based compensation often is in the form of stock options, stock appreciation rights, restricted stock, restricted stock units, or an employee stock purchase plan (ESPP).