Non-resident mortgage: employee shares counted as income, €700,000 for a house in the Taunus
“Your base salary is enough. But what do we do with the shares?” It was precisely this question that started the real problem. A non-resident mortgage works differently here: the bank looks at income, equity and where you live — residence decides which banks take the case.
How were employee shares counted as income for the house in the Taunus?
Almost a third of the manager's pay consisted of employee shares (RSUs), bonuses and a long-term share programme, and the first bank looked only at the base salary. We analysed the income development: the share programmes had been granted regularly for years, and a considerable part had been sold and formed part of the equity. A suitable partner then committed.
The move to Germany
The manager had worked for nine years for one of the largest international technology groups. His workplace was in Singapore, his income excellent.
However, almost a third of his annual pay did not consist of salary.
But of employee shares (RSUs), bonus payments and a long-term share programme.
Completely normal for international technology companies.
For many German banks, by contrast, anything but standard.
The company offered him the leadership of the German office in Frankfurt.
The family wanted to seize the opportunity and move to Germany for good.
Even before the German employment contract began, they found a detached house in the Taunus.
The children were thrilled.
The notary appointment was reserved.
The financing seemed a pure formality.
The figures were convincing
The economic situation was excellent.
Purchase price: 935,000 euros; Equity: 295,000 euros; Financing required: 700,000 euros.
Even without bonus payments the financing would have been affordable.
With the annual share programmes it was exceptionally comfortable.
Even so, the first bank rejected it.
Why share-based pay is often assessed incorrectly: The bank looked exclusively at the fixed base salary.
The annually granted employee shares were practically not taken into account.
The bonus payments also flowed only partly into the household budget.
For the family this was surprising.
After all, this pay had been a regular part of the income for many years.
The real analysis
Before a new financing enquiry, the entire income development of recent years was therefore analysed.
It became clear:
The bonus payments did fluctuate slightly.
The share programmes, however, had been granted regularly for many years.
A considerable part had already been sold and formed a substantial component of the equity.
This produced a completely different picture.
Not individual bonus payments.
But a long-term, stable pay model.
The right bank
This time a financing partner was deliberately selected that regularly handles international executives.
With the financing enquiry the bank already received:
employment contracts; income history; bonus development; evidence of the share programmes; an asset overview; proof of equity.
This allowed the actual economic situation to be assessed much more realistically.
The financing: After the review was completed, the financing commitment followed.
The purchase contract could be signed as planned.
A few months later the family moved to Germany.
Today they live in their own house, while the employer has successfully expanded its European site.
What international executives can learn from this
More and more international companies do not pay their staff exclusively through a fixed salary.
Share programmes, bonus models and long-term incentives are part of everyday life today.
Not every bank assesses these income components the same way.
The right preparation therefore often decides the success of the financing.
Employee shares from Singapore were recognised as income: This case shows that modern pay models present many classic credit reviews with challenges.
Anyone who documents their income structure clearly and relies on banks with experience of international executives creates the best conditions for successfully buying a home in Germany.
Frequently asked questions
Can employee shares be taken into account in a property financing?
Yes. Depending on the bank, regularly granted share programmes can be included in the overall assessment.
Are bonus payments problematic?
Not fundamentally. What is decisive is whether they are earned on a lasting and comprehensible basis.
Can international executives finance a home in Germany?
Yes. Many banks handle such financings.
Does the German employment contract already have to have started?
Not always. What is decisive is the individual overall situation.
Can international income components be recognised too?
Yes. The requirement is complete and comprehensible documentation.
A similar situation? Let’s talk.
Every case with an overseas link is its own. In a free initial call we will tell you honestly what is feasible and which bank fits.
Anonymised individual case, not a guaranteeable statement for other projects · advice free · commission, as a rule, paid by the bank · §34i GewO · not legal or tax advice · no financing commitment; conditions depend on creditworthiness, lending value and bank
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Editorially responsible: Olga Nikushkina — owner, §34i GewO (German mortgage brokerage), adviser register D-W-132-ZUCB-95. Specialised in German property financing with an international dimension: non-residents, foreign-currency income, cross-border workers, expats. Siegfried Perini is entered in the German intermediary register under this licence as a person directly involved in brokerage and advice (§ 11a GewO), active in real estate since 1992. Not legal or tax advice.