Each UK scheme is taxed differently. RSU and ESPP hit at income tax + NI; EMI and SAYE only CGT; SIP can be fully tax-advantaged if held five years. Same scenario, very different net keep.
Effective tax rate: 53% on £52,986 total proceeds
RSUs are taxed as ordinary income at vest, your employer typically sells some shares to cover the tax bill (sell-to-cover). After that, future appreciation is taxed as CGT. Most employees benefit from selling at vest to reduce single-stock concentration.
2025/26 bands embedded: PA £12,570 (tapered above £100k), 20% / 40% / 45% income tax, 8% / 2% employee NI, £3,000 CGT allowance, 10% / 20% CGT rates (BADR 10% with £1m lifetime cap for EMI). Annual return is the post-vest stock price growth used to project sale value.
Worth runs each grant against your full tax position so you see the net-keep, not just the gross. Join the waitlist.
RSU is taxed twice: ordinary income at vest (up to 47% all-in for additional-rate plus NI), then CGT on appreciation. EMI is taxed once: 10% CGT under BADR if held 2+ years. The same headline number ends up worth very different amounts net.
Selling at vest removes single-stock concentration risk. Holding bets on the stock and the calc shows the after-CGT keep at your assumed return. For most employees, vesting + selling is the right default; hold only if you have a genuine view on the company beyond employee-bias optimism.
The calc treats SIP as a single grant value for simplicity. In reality SIP has three share types: partnership (bought from salary), matching (employer-matched), and free (gift). All three benefit from the 5-year tax-advantaged treatment if held that long.