How Are RSUs Taxed in Australia? A 2026 Guide for Tech Employees
Updated: Aug 14
By Mo, Founder and Principal Adviser - My Wealth Choice, Sydney
Quick Answer
In Australia, RSUs are taxed twice: as ordinary income when they vest, and as a capital gain when you later sell them.
At vesting, the full market value of the shares is added to your assessable income and
taxed at your marginal rate - up to 47% including the Medicare levy. From that moment, your cost base equals the vesting price. Any further movement in the share price is a capital gain or capital loss, taxed under CGT rules when you sell.
Important: the 50% CGT discount is being abolished. From 1 July 2027, it is replaced by cost base indexation plus a 30% minimum tax rate. This is now law. It affects shares - not just property - and it hits fast-growing tech stock harder than almost any other asset class. Details are in the 1 July 2027 section below.
The grant date is not a taxing point. Vesting is.
Key Takeaways
Vesting is the tax event, not grant. The ATO treats the market value of vested
RSUs as assessable income in the year the deferred taxing point occurs.
RSU income stacks on top of your salary. For a tech professional already
earning above $190,000, every dollar of RSU income is taxed at the top marginal
rate of 47%.
Your cost base resets at vesting. Selling immediately at vest produces close to
zero capital gain - the tax you owe was already triggered by vesting.
The 50% CGT discount ends on 1 July 2027. It is replaced by CPI indexation
of the cost base plus a 30% minimum tax on real gains. The change applies to
shares held by individuals, trusts and partnerships.
High-growth stock loses the most. Indexation only shelters inflation. On a
share compounding at 15% a year, the effective tax rate on the nominal gain
rises from 23.5% to roughly 41% for a top-rate taxpayer.
Superannuation funds are not affected by the change. That widens the gap
between holding growth assets personally and holding them inside super from 1
July 2027.
A falling share price after vesting is still the sharpest risk. You are taxed on
the vesting value regardless. A later capital loss can only offset capital gains, not
your salary.
Division 293 applies at these income levels. Above $250,000 of combined
income and concessional contributions, super contributions are taxed at 30%
rather than 15% - which changes the maths on salary sacrifice.
The 30-day rule can shift the taxing point. Selling within 30 days of the
deferred taxing point moves the taxing point to the sale date, which can push
income into a different financial year.
What Is an RSU?
A Restricted Stock Unit (RSU) is a promise from your employer to give you company shares at a future date, once conditions are met.
They are called "restricted" because you do not own anything until they vest. Vesting typically depends on:
Time - staying employed through a vesting schedule, commonly four years with quarterly or annual tranches
Performance - hitting individual or company targets
A liquidity event - in private companies, a double-trigger condition such as an IPO or acquisition
RSUs are the most common form of equity compensation at Atlassian, Canva, Amazon, AWS, Google, Microsoft, Salesforce and similar employers operating in Australia.
Until vesting, you hold no shares, no voting rights, and no dividends. You hold a contractual right.
When Exactly Are RSUs Taxed in Australia?
RSUs are taxed at the deferred taxing point, which for most standard RSU plans is the date the shares vest and all disposal restrictions cease.
Australian RSU plans generally qualify as tax-deferred employee share schemes under Division 83A of the Income Tax Assessment Act 1997. That means tax is deferred from grant until the earliest of a set of trigger events - in practice, vesting.
At the deferred taxing point:
What Happens | Detail |
Income recognition | The market value of the shares is included in your assessable income for that financial year |
Tax rate applied | Your marginal rate, including the 2% Medicare levy |
Employer withholding | Most plans sell a portion of the shares (sell to cover) or withhold cash to fund PAYG |
Reporting | The amount appears on your ESS statement and pre-fills in your tax return via myGov |
Cost base set | Your CGT cost base for the shares becomes the market value at vesting |
Worked Example: What a $150,000 Vesting Event Actually Costs
Sarah is a senior engineer at a large Australian tech company. Her salary is $200,000.
In June, 1,000 RSUs vest at a share price of $150.
Step 1 - Income at vesting
Shares vested - $1,000
Market value at vesting - $150
RSU income - $150,00
Base salary - $200,00
Total assessable income - $350,000
Step 2 - Tax on the RSU income
Using 2025-26 resident rates plus the 2% Medicare levy:
Calculation Amount
Total tax on $350,000 - $130,638
Tax on $200,000 salary alone - $60,138
Additional tax caused by the RSUs - $70,500
Because Sarah's salary already exceeds the $190,000 threshold, every dollar of RSU income is taxed at 47% - 45% marginal rate plus the 2% Medicare levy. There is no partial relief from a lower bracket.
Sarah receives $150,000 of value and keeps $79,500 of it.
Step 3 - Division 293 applies
Because Sarah's combined income and concessional super contributions exceed
$250,000, Division 293 applies. Her concessional super contributions are taxed at 30%
instead of 15%.
This is the detail that trips people up when they read generic advice about salary sacrificing to cut tax. Sara's saving from salary sacrifice is the gap between 47% and
30% - about 17 cents in the dollar. Still meaningful, but roughly half the benefit a person on $150,000 would get.
Step 4 - What happens next depends on the share price and the sale date
Scenario | Share price at sale | Outcome |
Sells immediately at vest | $150 | No meaningful capital gain. Tax already settled at vesting. |
Holds 6 months, price rises to $200 | $200 | $50,000 gain, held under 12 months - no discount, no indexation. Tax approx. $23,500. |
Holds 13 months, sells before 1 July 2027, price $200 | $200 | $50,000 gain, 50% discount → $25,000 taxable. Tax approx. $11,750. |
Holds across 1 July 2027, sells later at $200 | $200 | Gain is split into a pre-2027 portion (50% discount) and a post-2027 portion (indexation + 30% minimum tax). Worked through below. |
Holds 13 months, price falls to $100 | $100 | Shares worth $100,000. Tax paid on $150,000. $50,000 capital loss that can only offset future capital gains - not salary. |
That last row is the scenario that hurts. Sarah paid $70,500 in tax on shares now worth $100,000. She has an unusable capital loss and a cash flow problem. This is the single most common way Australian tech professionals lose real money on equity compensation.
How Capital Gains Tax Applies After Vesting
Once RSUs vest, they are ordinary shares. Every dollar of price movement from that point is a capital gain or loss.
The rules differ depending on when you sell.
Rules for sales before 1 July 2027
Holding period after vesting | CGT treatment |
Sold at or near vesting | Negligible gain - cost base equals sale price |
Sold within 12 months | Full capital gain added to assessable income |
Held more than 12 months | 50% CGT discount - only half the gain is taxable |
Sold at a loss | Capital loss, carried forward to offset future capital gains only |
The 12-month clock starts at vesting, not at grant.
Rules for gains accruing from 1 July 2027
The 50% discount no longer applies to gains accruing on or after that date. It is replaced
by cost base indexation and a 30% minimum tax rate. The section below sets out how this works and what it means for tech equity specifically.
What Changes on 1 July 2027: The End of the 50% CGT Discount
From 1 July 2027, the 50% CGT discount is replaced by CPI indexation of the cost base, plus a minimum tax rate of 30% on real capital gains.
This was announced in the 2026–27 Federal Budget on 12 May 2026 and passed into law as the Treasury Laws Amendment (Tax Reform No. 1) Act 2026, which received Royal Assent on 26 June 2026. It is legislated, not proposed.
Most public commentary framed this as a housing measure. It is not. The CGT change
applies to all CGT assets, including listed and unlisted shares. Anyone holding vested RSUs is affected.
What the new rules actually do
Element | Detail |
Replaces | The 50% CGT discount for individuals, trusts and partnerships |
With | Cost base indexation using CPI, in a manner similar to the pre-1999 regime |
Plus | A minimum tax rate of 30% on real (post-indexation) capital gains |
Applies to | All CGT assets held more than 12 months, including shares, and including pre-1985 assets |
Start date | 1 July 2027 - but only to gains accruing on or after that date |
Not affected | The main residence exemption, the four small business CGT concessions, the 60% affordable housing discount, and superannuation funds |
12-month rule | Still applies. Assets held 12 months or less get neither indexation nor any discount |
The two-part split for assets you already hold
If you own shares on 1 July 2027 and sell them afterwards, the gain is split into two components:
1. Gain accrued up to 30 June 2027 - the existing 50% CGT discount applies (if held 12+ months).
2. Gain accrued from 1 July 2027 - indexation applies, using the asset's value at 1 July 2027 as the new cost base, and the 30% minimum tax applies.
You establish the 1 July 2027 value either by using the quoted market price
(straightforward for listed shares) or by using an ATO apportionment formula that estimates the value from the asset's growth over the holding period.
Practical action: if you hold vested RSUs in a listed company, record the closing price on 30 June 2027 and the number of shares you hold. It costs you nothing now and saves a reconstruction exercise later.
Worked Example: Selling RSUs Across the 1 July 2027 Boundary
Sarah's 1,000 shares vested in June 2027 at $150. On 1 July 2027 they are worth $160.
She sells two years later at $200.
Component | Calculation | Taxable amount | Tax at 47% |
Pre-1 July 2027 gain | ($160 − $150) × 1,000 = $10,000, less 50% discount | $5,000 | $2,350 |
Post-1 July 2027 gain | Cost base $160 indexed at 2.5% CPI for 2 years = $168.10. ($200 − $168.10) × 1,000 | $31,900 | $14,993 |
Total | $36,900 | $17,343 |
Under the old rules, the same $50,000 gain with a 50% discount would have produced
$25,000 taxable and $11,750 in tax.
The change costs Sarah $5,593 - about 48% more CGT on the same economic outcome.
Why this hits tech equity harder than most assets
Indexation shelters the inflation component of a gain. The 50% discount sheltered half of everything. So the faster an asset grows above inflation, the worse the new regime is for the holder.
Tech stock is the clearest example. Here is the effective tax rate on a nominal gain for a top-rate taxpayer, assuming a 5-year hold and 2.5% inflation:
Annual share price growth | Effective tax rate - old 50% discount | Effective tax rate - indexation from 2027 | Change |
5% | 23.5% | 24.6% | Roughly neutral |
10% | 23.5% | 36.9% | +57% more tax |
15% | 23.5% | 40.9% | +74% more tax |
20% | 23.5% | 42.9% | +82% more tax |
For comparison, Treasury's own modelling shows that had indexation applied over the past 20 years, ASX 200 shares held 5 years would have carried an effective rate of about 22% at the top marginal rate. That is close to the old 23.5%. The average is not the problem. The problem is that employer stock in a growth company is not an average asset.
If your employer's share price compounds meaningfully above inflation - which is the entire reason equity compensation is attractive - you are in the cohort that pays materially more.
What this changes about strategy
Three shifts follow directly from the new rules:
1. "Hold 12 months for the discount" loses much of its force. For a fast-growing stock, waiting past 1 July 2027 no longer buys you a halving of the tax. Holding still defers the tax and still avoids the sub-12-month treatment, but the reward for holding shrinks. The argument for selling at vest and diversifying gets stronger, not weaker.
2. Deferring a sale into a low-income year no longer works as well. A common strategy was to realise gains during a sabbatical, parental leave, a career break, or the first year of retirement, when the marginal rate is low. The 30% minimum tax puts a floor under this. If your marginal rate on the gain would be below 30%, you top up to 30% anyway. Income support recipients are exempt; a tech professional taking a year off is not.
3. Structure matters more, not less. Superannuation funds are not affected by this change. They retain their existing concessional treatment - 15% on income, an effective 10% on discounted capital gains in accumulation phase, and 0% on assets supporting a retirement income stream. From 1 July 2027, the gap between holding a growth asset personally and holding it inside super widens.
A caution on trusts, however. The change explicitly applies to trusts and partnerships as well as individuals. A discretionary trust distributing capital gains to individual beneficiaries loses the 50% discount in exactly the same way. Any structuring conversation that was built on the trust-plus-50%-discount combination needs revisiting.
The Government has also indicated it will consult on how these CGT reforms interact with incentives for early-stage and start-up investment. If you hold equity in a private or pre-IPO tech company, that consultation is worth watching.
Six Mistakes Australian Tech Professionals Make With RSUs
1. Not setting cash aside for the tax at vesting
Employer withholding on ESS income is often calculated at a flat rate that under-withholds for someone in the top bracket. The shortfall surfaces at tax time, sometimes twelve months later, and sometimes alongside a PAYG instalment obligation for the following year.
2. Accumulating concentration risk without noticing
Four years of quarterly vesting with no sell discipline can leave 40–60% of household net worth in a single stock - the same stock that pays your salary. If the company struggles, your income and your portfolio fall together.
3. Holding purely to chase the CGT discount
This was always weak reasoning, and from 1 July 2027 it is weaker still. Waiting twelve months to reduce the tax on a gain is only rational if you would otherwise choose to buy
that stock at that price. A discount on a gain that evaporates is worth nothing - and after 1 July 2027, the discount itself is gone. Tax treatment is a consideration, not an investment thesis.
4. Not mapping the vesting calendar
Multiple overlapping tranches, an ESPP purchase, and a bonus can converge in a single financial year and push income far higher than expected. Without a forward calendar, there is no opportunity to plan around it. With the 1 July 2027 boundary approaching, the calendar now needs to run at least two years ahead.
5. Treating RSUs as separate from the rest of the plan
RSU income affects your marginal rate, your Division 293 position, your Medicare Levy
Surcharge exposure, HECS/HELP repayments, private health insurance rebate tiers, and your borrowing capacity. Planned in isolation, it creates knock-on costs.
6. Holding company shares in the wrong ownership structure
Individual ownership at the top marginal rate is the default, not the optimum. Planning the ownership structure of your company shares can reduce the tax on investment earnings from 47% to around 10%, and in some circumstances to 0%.
Those figures come from how earnings are taxed in different structures - for example, a superannuation fund in accumulation phase pays 15% on capital gains, reduced to an effective 10% where the one-third discount applies, and 0% on assets supporting a retirement income stream. Because super funds are excluded from the 1 July 2027 CGT changes, this differential widens rather than narrows from that date. Whether any structure is available or appropriate depends entirely on your circumstances, contribution caps, timing, and access rules.
Legitimate Ways to Manage RSU Tax
There is no way to avoid tax on RSUs, and no adviser should suggest otherwise. There are, however, established strategies that may help reduce and manage the impact.
Strategy | How it works | Key constraint |
Concessional super contributions | Reduces assessable income in the year RSUs vest | $32,500 cap in 2026-27; Division 293 reduces the benefit above $250,000 |
Carry-forward unused cap | Use up to five years of unused concessional cap in a high-income year | Only if your total super balance was under $500,000 on 30 June of the prior year |
Timing across financial years | Using the 30-day rule and tranche timing to spread income | Requires planning before the vesting date, not after |
Sell-at-vest and diversify | Converts concentrated stock into a diversified portfolio at near-zero CGT cost | Forgoes upside; needs a written policy to remove emotion |
Realising gains before 1 July 2027 | Locks in the 50% discount on gains accrued to that date | Only sensible where selling is justified anyway; accelerates the tax bill |
Recording the 30 June 2027 price | Establishes a clean cost base for the post-2027 component | Administrative, but essential for anyone holding across the date |
Ownership structure planning | Directing new investment into more tax-effective structures | Complexity, cost, access restrictions, eligibility; trusts lose the discount too |
Loss harvesting | Realising capital losses to offset gains in the same year | Losses offset capital gains only, never salary |
The best time to act on almost every item in this table is before the vesting date - and, for the 2027 items, before 30 June 2027.
What Records Do You Need to Keep?
Keep the following for every tranche, indefinitely:
Grant date and number of units granted
Vesting date for each tranche
Number of shares vested and number withheld for tax
Market value per share at the deferred taxing point
Closing price and holdings as at 30 June 2027 - required to split the gain under the new CGT rules
Sale date, sale price, and brokerage costs
Your annual ESS statement from your employer
Foreign exchange rates used, if the shares are listed overseas
Your employer must provide an ESS statement each year. The amount is generally pre-filled in your tax return, but pre-fill is not always complete or correct - particularly for shares held with an overseas broker such as Morgan Stanley, Fidelity, Schwab or E*TRADE. Check it against your own records before lodging.
Where RSU Planning Fits in The Confident Choice System™
The Confident Choice System™ is a nine-step roadmap across three phases, built for
Australian tech professionals with equity compensation to save on tax and retire on 20k/ month.
Phase | Delivers | Steps |
Phase 1 - Establish Solid Foundations | Stability | 1. Understand money flow 2. Manage debt intelligently 3. Establish emergency reserves |
Phase 2 - Create Strategic Wealth | Clarity | 4. Reduce concentration risk (RSUs/ESPP) 5. Optimise tax positioning 6. Configure ownership structures |
Phase 3 - Build Contingency | Options | 7. Protect your income 8. Insure core assets 9. Future-proof your family |
RSU planning sits primarily in Steps 4, 5 and 6 - and the 1 July 2027 changes push Step 6 up the priority list, because the relative advantage of different ownership structures is about to shift.
It only works when Phase 1 is in place, though. A sell-down strategy is far harder to execute for someone with no cash buffer and pressured cash flow, because the shares end up being sold under pressure rather than to plan.
The destination is straightforward: stability, then clarity, then options - the freedom to choose when, where and how you work. Or whether you do.
Frequently Asked Questions
Are RSUs taxed when granted or when they vest in Australia?
RSUs are taxed when they vest, not when they are granted. Under the tax-deferred employee share scheme rules in Division 83A, the taxing point is deferred until the deferred taxing point - which for standard RSU plans is when the shares vest and disposal restrictions cease. The grant date creates no tax liability.
At what rate are RSUs taxed in Australia?
RSUs are taxed at your marginal income tax rate, plus the 2% Medicare levy. For a tech professional earning above $190,000, that is 47% on the full RSU amount, because the income stacks on top of a salary already in the top bracket. The value is added to your salary for the year rather than taxed separately.
Do I pay tax on RSUs if I never sell the shares?
Yes. The tax at vesting is triggered by receiving the shares, not by selling them. This is why some people face a tax bill on shares they still hold - and why a share price fall after vesting can leave you paying tax on value you no longer have.
Are RSUs taxed twice in Australia?
Not on the same amount, but there are two separate tax events. First, income tax at vesting on the market value of the shares. Second, capital gains tax when you sell, but only on the price movement since vesting. Because your cost base resets at vesting, the vesting value is never taxed twice.
Is the 50% CGT discount being abolished in Australia?
Yes. From 1 July 2027, the 50% CGT discount for individuals, trusts and partnerships is replaced by cost base indexation using CPI, plus a minimum tax rate of 30% on real capital gains. This was legislated as the Treasury Laws Amendment (Tax Reform No.1) Act 2026 and received Royal Assent on 26 June 2026. It applies to all CGT assets held more than 12 months, including shares - not only residential property.
How will the 1 July 2027 CGT changes affect my RSUs?
For shares you already hold on 1 July 2027, the gain is split. The portion accrued up to 30 June 2027 keeps the 50% discount. The portion accrued from 1 July 2027 is calculated using an indexed cost base - the share's value at 1 July 2027, adjusted for CPI - with a 30% minimum tax rate. Because indexation only shelters inflation rather than half the gain, holders of fast-growing stock generally pay more tax than they would have under the old rules.
Do the 1 July 2027 CGT changes apply to shares or only to property?
They apply to all CGT assets, including listed and unlisted shares, held by individuals, trusts and partnerships. Only the negative gearing component of the reform package is
limited to residential property. The main residence exemption, the small business CGT
concessions, the 60% affordable housing discount, and superannuation funds are unaffected by the CGT change.
Should I sell my RSUs before 1 July 2027?
Selling before that date locks in the 50% discount on gains accrued to then, but it also
brings the tax forward and may not suit your circumstances. The decision should rest on your concentration risk, cash flow, and whether you would independently choose to keep holding that stock - not on the deadline alone. What is clearly worth doing regardless is recording the closing price and your holdings as at 30 June 2027, so the two-part calculation is simple later.
Does the 30% minimum tax on capital gains affect me?
If your marginal rate on the gain is already 30% or above, the minimum tax makes no difference - indexation is what changes your outcome. It matters if you were planning
to realise gains in a low-income year, such as during a sabbatical, parental leave, a career break, or early retirement. That strategy is now floored at 30%. Recipients of means-tested income support payments are exempt.
Should I sell my RSUs as soon as they vest?
Selling at vest triggers little or no capital gains tax, because the sale price is close to the
cost base set at vesting. Whether it is the right decision depends on your concentration
risk, cash flow, other holdings, and whether you would independently choose to buy that
stock at that price. The case for selling at vest strengthens somewhat from 1 July 2027, since the reward for holding long-term is reduced.
Does the 50% CGT discount still apply to RSUs sold before 1 July 2027?
Yes. For sales occurring before 1 July 2027, the existing rules apply in full: hold the shares more than 12 months from the vesting date and only half the capital gain is taxable. The 12-month clock starts at vesting, not at grant, and the discount never applies to the income component taxed at vesting.
What is the 30-day rule for RSUs?
If you dispose of shares within 30 days after the deferred taxing point, the taxing point moves to the date of disposal. This can shift the income into a different financial year - for example, a June vesting sold in early July is assessed in the following year. Your employer must reflect this in your ESS statement.
How does Division 293 tax affect tech professionals with RSUs?
Division 293 applies when your combined income and concessional super contributions exceed $250,000. Above that threshold, concessional contributions are taxed at 30% rather than 15%. A large vesting event can push you over the threshold in a year you
were otherwise below it, which reduces the benefit of salary sacrificing in that same year.
Can I salary sacrifice into super to reduce tax on my RSUs?
Concessional contributions reduce your assessable income in the year they are made,
which can offset RSU income. The concessional cap is $32,500 in 2026-27, and unused cap from the previous five years may be available if your total super balance was under $500,000 at the prior 30 June. Division 293 reduces the net benefit at higher incomes, and contributions are preserved until you meet a condition of release.
Are superannuation funds affected by the CGT discount changes?
No. The measure applies to individuals, trusts and partnerships. Superannuation funds
retain their existing treatment, including the one-third CGT discount in accumulation
phase and the exemption on assets supporting a retirement income stream. This widens the after-tax gap between holding growth assets personally and holding them within super from 1 July 2027 - though contribution caps, preservation rules and Division 293 all constrain how much can practically be moved.
What happens to my RSUs if I leave my employer?
Unvested RSUs are typically forfeited when you resign, though terms vary between
plans and some include good-leaver provisions. Already-vested shares are yours to keep. Because a resignation date can fall days before a vesting date, checking the vesting calendar against a notice period is worth doing before you resign.
How are RSUs from a US-listed company taxed for Australian residents?
Australian tax residents are taxed on worldwide income, so RSUs in a US-listed employer are assessed in Australia at vesting, converted to Australian dollars at the relevant exchange rate. US withholding may also apply, and a foreign income tax offset may be available to prevent double taxation. Exchange rate movement between vesting and sale forms part of the capital gain or loss, and the 1 July 2027 changes apply to these shares in the same way. These situations warrant specific advice.
What if my company's share price falls after my RSUs vest?
You still owe the income tax calculated on the vesting value. If you then sell at a lower price, you crystallise a capital loss - but capital losses can only be offset against capital gains, not against salary or other income. Unused losses carry forward indefinitely. This asymmetry is the main financial risk of holding RSUs after vesting without a plan.
Do RSUs affect my HECS/HELP repayments or private health insurance rebate?
Yes. RSU income increases your taxable income, which feeds into repayment income
for HECS/HELP and into the income tests for the private health insurance rebate and
the Medicare Levy Surcharge. A vesting event can therefore create costs beyond the
headline tax figure.
How much of my net worth should be in my employer's stock?
There is no single correct figure, and any percentage cited as a rule is arbitrary. The
relevant question is different: if this stock fell 50% at the same time as a hiring freeze or
a redundancy round, what would that do to your plan? Your salary, your bonus, and your
equity are all exposed to the same company. That correlation is the risk worth managing, not the percentage itself.
When should I get advice on my RSUs?
Before the vesting date. Almost every meaningful lever - contribution timing, financial
year positioning, structure decisions, cash flow planning for the tax bill - has to be pulled before shares vest. After vesting, the income is locked in and the remaining options are limited to CGT timing. With the 1 July 2027 changes now legislated, there is also a defined window in which pre-2027 planning is still possible.
About the Author
Mo Shouman is the Founder and Principal Financial Planner at My Wealth Choice, a Sydney-based advisory practice working with tech professionals nationally.
Mo holds a Master's and Bachelor's degree in Finance and an Advanced Diploma of Financial Planning, with accreditations in SMSF advice, margin lending and geared
investments. Over 20+ years he has worked at CBA and AMP, lectured at the University
of Sydney, and served as an economic advisor to the UNDP and ILO. He is a member
of the Financial Advice Association Australia and has appeared on Australian television and radio.
My Wealth Choice has helped 400+ tech professionals, including employees at Microsoft, Atlassian, Canva and Amazon.
Contact: Mo@mywealthchoice.com.au · 0492 953 924 · mywealthchoice.com.au
Next Step
If you have RSUs vesting in the next 12 months, the planning window is open now and closes on the vesting date. If you are holding vested shares across 1 July 2027, there is
a second window - and it closes on 30 June 2027.
A note on fit: this works best for people who arrive prepared, are ready to make decisions, and intend to implement. If you are still at the "thinking about it" stage, the meeting will not be useful yet.
Related Reading
General Advice Warning: This information is general in nature only and does not take
into account your personal objectives, financial situation or needs. It is not tax, legal or personal financial advice. Tax rates, thresholds and superannuation rules referenced are current as at August 2026 and are subject to change. Worked examples use assumed inflation and share price movements for illustration only and are not predictions or projections of any actual outcome. You should consider whether this information is appropriate for you and seek personal advice before acting.
My Wealth Choice Pty Ltd is a Corporate Authorised Representative (No. 001309985) and Mostafa Mohamed Ali Shouman is an Authorised Representative (No. 001247597) of Beryllium Advisers Pty Ltd (AFSL 528250).
