

RSUs are simpler than options and still catch people off guard, almost always at tax time. The reason is a gap between what your employer withholds and what you actually owe.
When RSUs vest, the value of the shares on that date is treated as ordinary income and added to your W-2. It is taxed at your marginal rate, the rate on your last dollar of income. You owe this whether or not you sell the shares.
Employers withhold federal tax on vested RSUs at the supplemental rate: a flat 22% on amounts up to $1 million, and 37% above that. If your marginal rate is 24%, 32%, or higher, the flat 22% withholds too little, and the shortfall becomes a balance due in April. State tax and FICA apply on top.
Your cost basis is the value already taxed at vest. From there, any increase is a capital gain. Held more than a year, the federal long-term rate tops out at 20%, plus a possible 3.8% net investment income tax, for an effective ceiling near 23.8%.
Most plans sell a portion of shares at vest to cover withholding. Selling the rest at vest, rather than holding, limits single-stock concentration and usually adds no further tax, because the sale price equals the basis. Holding is a choice to take on more risk and a potential gain.
Two forces push against you. The endowment effect makes shares you own feel too valuable to sell. And the withholding gap stays invisible until the deadline. Naming both turns a surprise into a plan.
If you have RSUs vesting this year, we can size the withholding gap and set a selling plan. Book a 15-minute complimentary discovery call.
Both. The value at vest is ordinary income on your W-2. Any gain after vest is a capital gain when you sell.
22% is the flat supplemental rate up to $1 million. High earners often sit in the 24% to 37% brackets, so the withholding falls short and you owe the difference at filing.
Usually not. Your cost basis equals the value taxed at vest, so selling right away produces little or no additional gain while reducing concentration.