Dividing property during a divorce is rarely straightforward. When stock options, restricted stock units (RSUs), or startup equity are part of the picture, the process gets even more complicated. In California, where community property laws apply, equity compensation in divorce can significantly affect the financial outcome of a case.
For professionals in the tech sector or executives at startups, equity compensation isn’t just a perk; it’s often one of the largest assets in a marriage. That makes understanding how it’s valued and divided a critical part of divorce planning.
Equity compensation includes company-granted assets like stock options, RSUs, or shares in a startup. These incentives are especially common in Silicon Valley and other tech hubs, helping companies attract and retain top talent. According to a 2024 Morgan Stanley at Work survey, equity compensation is increasingly popular, with 76% of companies offering some form of stock plan benefits. In startups and private companies, stock options often serve as a primary incentive.
In a California divorce, equity compensation earned during the marriage is generally considered marital property. How it’s treated depends on factors such as whether the awards are vested or unvested, public or pre-IPO, and transferable or restricted.
Think of equity compensation as both an asset and a promise. Some awards have clear value today, while others are tied to future company performance. Sorting out what belongs in the marital estate can be complex, but understanding these distinctions is key to ensuring a fair division.
One of the first questions courts consider is whether stock options are vested:
To determine the marital share of unvested options, courts often use formulas like the Hug or Nelson formulas. The choice depends on whether the grant compensates for past or future work. For example, if a software engineer receives 10,000 options vesting over four years, with two of those years during the marriage, a court would calculate the community portion using one of these formulas rather than simply splitting half.
RSUs (restricted stock units), which convert into shares once they vest, are often easier to handle than stock options because they don’t involve exercise prices. However, their division still depends heavily on timing.
For example, suppose an employee received 2,000 RSUs that vest annually over four years, and the couple divorces in year two. The RSUs earned during the first two years are typically considered community property. The remaining units may be treated as separate property unless evidence shows they were granted as compensation for past services during the marriage.
Another key consideration is taxes. RSUs are taxed as ordinary income when they vest, so both parties need to anticipate the tax impact when negotiating settlement agreements to ensure a fair division.
Divorces involving startup founders or early employees can be especially complex. Pre-IPO equity is notoriously difficult to value, since its worth often depends on a future liquidity event that may or may not occur.
A spouse who holds startup shares might have equity on paper but no immediate way to convert it into cash. To address this, courts frequently bring in valuation experts to analyze factors such as the company’s financial health, growth trajectory, and comparable market data. Even then, dividing these assets can feel like splitting something that exists mostly in theory.
Some couples resolve this by holding the equity in a trust for the non-employee spouse, ensuring they benefit if the company eventually goes public or is sold. Others negotiate offsets, where one spouse keeps the equity while the other receives a larger share of more liquid assets, such as real estate or retirement accounts, to achieve a fair division.
We’ll help you navigate stock options, RSUs, and startup equity so you don’t leave money on the table.
Even after equity is divided, the logistics can be complicated. Not all stock options or RSUs can be directly transferred to a non-employee spouse, so creative solutions are often needed. For example, the employee spouse might hold the stock in a trust and distribute proceeds later upon a sale.
Taxes also play a major role. Vested options or RSUs exercised after the divorce generally trigger income tax obligations for the spouse who exercises them. Settlement agreements can allocate tax responsibility between the parties, helping prevent unexpected liabilities and ensuring a fair division of assets.
Because equity compensation is so fact-specific, documentation and expert input are critical. Spouses should gather:
With this information, legal and financial experts can create fair settlement strategies. Sometimes that means dividing the equity directly; other times, offsetting with other assets makes more sense.
Navigating divorce when equity compensation is involved presents unique financial and legal challenges. From understanding how stock options, RSUs, and startup shares function to determining their vesting schedules and tax implications, these assets require careful analysis to ensure a fair division. A well-planned approach can protect your long-term financial stability and help prevent costly mistakes.
Whiting, Ross, Abel & Campbell is a team of experienced family law attorneys committed to providing tailored legal guidance with precision and clarity. We understand the complexities of dividing equity compensation and work closely with financial and tax professionals to develop strategies that safeguard your interests.
If you’re facing divorce and equity compensation is part of the marital estate, our team is here to guide you. Contact us today to schedule a consultation and get the expertise you need to secure a fair and informed settlement.
The above is not meant to be legal advice, and every case is different. Feel free to reach out to us at Whiting, Ross, Abel & Campbell, LLP if you have any questions. Information contained in this content and website should not be relied on as legal advice. You should consult an attorney for advice on your specific situation.
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Yes. Stock options earned during the marriage are generally considered community property, while options earned before marriage or after separation are usually separate property.
RSUs earned during the marriage are typically treated as community property, with the marital portion calculated based on vesting dates and allocation formulas.
Unvested options are divided based on the portion earned during the marriage, often using formulas like Hug or Nelson depending on whether the grant compensates for past or future services.
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