What Are ESOPs and RSUs? Taxation Rules in India

What Are ESOPs?

An Employee Stock Option Plan (ESOP) gives employees the right, but not the obligation, to buy company shares at a fixed price known as the exercise price after completing a certain vesting period. The vesting period is the time employees must serve before becoming eligible to exercise their options.

When the vesting period ends, employees may choose to exercise the option if the market price of the share is higher than the exercise price. The difference between these two prices becomes the employee’s potential gain.

ESOPs are common among start-ups and high-growth companies because they help attract and retain skilled employees without immediately affecting cash flow. However, they come with a risk—if the market price drops below the exercise price, exercising the option may not make sense. Employees must also be ready to pay the exercise cost upfront.

What Are RSUs?

Restricted Stock Units (RSUs) are another form of stock-based compensation. Unlike ESOPs, employees do not have to pay any exercise price to receive RSUs. They are granted shares directly, but ownership is conditional on completing a certain period of service or achieving performance goals.

Once the vesting conditions are met, the shares are transferred to the employee’s demat account. From that point, the employee can hold or sell the shares depending on preference and market conditions.

RSUs are popular among large, stable organisations because they are easier to administer and less risky for employees. The value of RSUs depends entirely on the company’s share price at vesting, but there is no upfront cost.

Key Differences Between ESOPs and RSUs

Taxation Rules for ESOPs and RSUs in India

Both ESOPs and RSUs are taxed in two stages in India:

    • When the employee receives or exercises the shares – as salary income (perquisite tax)
    • When the employee sells the shares – as capital gains

The 2025 tax structure clarified these stages and introduced new rates for both listed and unlisted shares.

1. Taxation at the Time of Exercise or Vesting

• For ESOPs

When an employee exercises ESOPs, the difference between the Fair Market Value (FMV) on the exercise date and the exercise price is taxed as a perquisite under the heading “Salary Income.”

Formula:
Taxable Value = (FMV on exercise date – Exercise Price) × Number of Shares

This amount is taxed at the employee’s applicable income tax slab rate, and the employer deducts TDS at the time of allotment.

Example:
If the exercise price is ₹100, FMV on the exercise date is ₹500, and 1,000 shares are exercised, then the taxable value is ₹4,00,000.

If the employee is in the 30% tax bracket, the tax liability will be ₹1,20,000.

For start-up employees working with companies recognised under Section 80-IAC of the Income Tax Act, there is a tax deferral option. The perquisite tax can be deferred for up to five years or until the employee sells the shares or leaves the company, whichever is earlier. This benefit helps start-up employees manage liquidity issues.

    • For RSUs

When RSUs vest, the market price on the vesting date is treated as perquisite income. The employee receives shares after deduction of TDS as per the applicable tax slab.

Example:
If 500 RSUs vest at ₹800 per share, the taxable value is ₹4,00,000. If the employee falls in the 30% slab, the tax payable will be ₹1,20,000.

In both ESOPs and RSUs, the perquisite value forms part of salary income and is reported in Form 16.

2. Taxation at the Time of Sale

After the employee sells the shares acquired through ESOPs or RSUs, capital gains tax applies. The capital gain is the difference between the selling price and the FMV considered at the time of exercise (for ESOPs) or vesting (for RSUs).

Capital Gain = Sale Price – FMV on Exercise/Vesting Date

The taxation depends on how long the shares are held before being sold.

Listed Shares (where STT is paid):

    • Holding period less than 12 months → Short-Term Capital Gains (STCG) taxed at 20%.
    • Holding period more than 12 months → Long-Term Capital Gains (LTCG) taxed at 12.5%.
    • Exemption: LTCG up to ₹1.25 lakh per financial year is tax-free.

Unlisted Shares (including shares of private or foreign companies):

    • Holding period less than 24 months → Short-term gains taxed at the employee’s income tax slab rate.
    • Holding period more than 24 months → Long-term gains taxed at 12.5%.
    • Indexation benefit (adjusting purchase cost for inflation) is no longer available for unlisted shares after 2024.

Strategies to Reduce Tax Liability

Employees can plan their actions smartly to reduce the tax burden on ESOPs and RSUs. Here are a few effective strategies:

    • Hold shares for longer: Holding the shares beyond one year for listed companies or two years for unlisted shares qualifies them for lower LTCG tax rates.
    • Time the exercise or vesting: If you expect a bonus or other income, consider deferring your exercise to avoid moving into a higher tax bracket.
    • Use capital loss adjustments: If you have losses from other investments, you can offset them against capital gains from ESOPs or RSUs.
    • Check for start-up benefits: Employees in eligible start-ups can defer perquisite tax, improving cash flow at the time of exercising options.
    • Keep records carefully: Maintain documents showing exercise price, FMV, sale price, and holding period to ensure smooth tax filing.

Which Is Better: ESOP or RSU?

Choosing between ESOPs and RSUs depends on several factors. ESOPs are ideal for employees willing to take risks and invest money upfront. They offer potentially higher returns if the company grows rapidly. RSUs, on the other hand, are more predictable and safer. Since employees receive shares without paying anything, they benefit directly from ownership without financial risk.

From a taxation viewpoint, both are treated similarly. The difference lies in timing and control—ESOPs involve a decision to exercise, while RSUs automatically vest. Employees should consider their company’s growth stage, liquidity position, and tax implications before making decisions.

Conclusion

ESOPs and RSUs are powerful tools that link employee rewards to company performance. They not only motivate employees but also give them a sense of ownership. However, understanding their tax implications is crucial.

Under India’s 2025 tax regime, both ESOPs and RSUs are taxed first as salary when shares are received and again as capital gains when sold. The recent updates to capital gains rates and exemption limits have made it important for employees to plan carefully.

By knowing when to exercise options, how long to hold shares, and how to declare them correctly, employees can reduce tax liability and make the most of their equity compensation. When handled wisely, ESOPs and RSUs can be an excellent way to participate in the company’s growth while building personal wealth.