It's important to note that this post is for informational purposes only and does not constitute legal or financial advice. Every individual's situation is unique, and it is always best to consult with a licensed and qualified professional for specific legal or financial advice. This post should not be relied upon as a substitute for professional legal or financial advice.

An RSU, or Restricted Stock Unit, is a type of compensation companies offer their employees. It is a promise from the company to give the employee a certain number of shares of the company's stock at a future date, typically when certain conditions are met.

RSUs work by vesting over a set period of time, during which the employee has the right to receive the shares promised to them by the company. The vesting period is typically based on the employee's length of service with the company. For example, an RSU may vest over a period of four years, with 25% vesting each year. This means that after four years of employment, the employee would be entitled to receive all of the shares promised to them by the company.

Companies may choose to give RSUs to their employees for a variety of reasons. One reason is to incentivize and retain top talent by giving employees a financial stake in the company's success. RSUs can also be used as a tax-efficient way for companies to compensate their employees, as the employee does not have to pay taxes on the value of the RSUs until they are actually received.

RSUs gain value when the value of the company's stock increases. For example, if an employee is promised 100 shares of stock valued at $10 per share, and the stock increases in value to $20 per share, the employee's RSUs would be worth $2,000 (100 x $20, instead if $1000).

In addition to benefiting the employee, RSUs can also benefit the company. By offering RSUs to employees, the company can align its employees' financial interests with those of the company. This can help create a sense of ownership and encourage employees to work toward the company's long-term success.

Keywords: RSU, restricted stock unit, employee compensation, equity, tech companies, financial stake, vesting period