Stock-based compensation refers to a type of compensation that companies may offer to their employees or other stakeholders in the form of stock or stock options. This means that instead of paying employees in cash, the company may offer them equity in the form of stock or stock options.

There are several types of stock-based compensation, including:

1. Restricted Stock Units (RSUs): RSUs are a promise to issue shares of company stock to an employee at a future date, subject to certain vesting conditions. The employee does not actually own the shares until they vest, but once they do, they can sell the shares or hold onto them as they choose.
2. Stock Options: Stock options give an employee the right to purchase a certain number of shares of company stock at a specified price (the exercise price) within a certain time period. If the stock price rises above the exercise price, the employee can exercise the option and sell the shares for a profit.
3. Performance Shares: Performance shares are similar to RSUs, but their vesting is tied to specific performance metrics or goals that the employee must achieve. If the employee meets the performance criteria, they receive the shares of stock.

Companies may use stock-based compensation as a way to attract and retain top talent, align employee incentives with those of shareholders, and conserve cash in the short term. However, it can also dilute the ownership stake of existing shareholders, and can be complex and costly to administer.

When companies report their financial statements, they are required to account for the cost of stock-based compensation as an expense, just as they would for cash-based compensation. This is typically done by calculating the fair value of the stock or options at the time they are granted and then recognizing the expense over the vesting period.