{"id":29891,"date":"2025-09-13T11:43:21","date_gmt":"2025-09-13T06:13:21","guid":{"rendered":"https:\/\/carajput.com\/blog\/?p=29891"},"modified":"2025-09-13T11:56:57","modified_gmt":"2025-09-13T06:26:57","slug":"how-rsu-vs-esop-taxation-in-india","status":"publish","type":"post","link":"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/","title":{"rendered":"How RSU vs ESOP taxation in India"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_58 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<p class=\"ez-toc-title\">Page Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-69d4b96e20689\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #000000;color:#000000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #000000;color:#000000\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-69d4b96e20689\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#How_Restricted_Stock_Units_vs_Employee_Stock_Options_taxation_in_India\" title=\"How Restricted Stock Units vs Employee Stock Options taxation in India\">How Restricted Stock Units vs Employee Stock Options taxation in India<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#Types_of_ESOPs_Related_Stock-Based_Incentives\" title=\"Types of ESOPs &amp; Related Stock-Based Incentives\">Types of ESOPs &amp; Related Stock-Based Incentives<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#Employee_Stock_Options_ESOPs-_Taxation_happens_at_two_stages\" title=\"Employee Stock Options (ESOPs)- Taxation happens at two stages:\">Employee Stock Options (ESOPs)- Taxation happens at two stages:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#Restricted_Stock_Units_RSUs_Taxation_also_happens_at_two_stages\" title=\" Restricted Stock Units (RSUs) : Taxation also happens at two stages:\"> Restricted Stock Units (RSUs) : Taxation also happens at two stages:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#Comparison_of_RSU_vs_ESOP_taxation_in_India\" title=\"Comparison of RSU vs ESOP taxation in India\">Comparison of RSU vs ESOP taxation in India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#RSU_vs_ESOP_taxation_in_India\" title=\"RSU vs ESOP taxation in India\">RSU vs ESOP taxation in India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#Bottom_Line_RSU_and_ESOP_taxation_in_India\" title=\"Bottom Line: RSU and ESOP taxation in India\">Bottom Line: RSU and ESOP taxation in India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/carajput.com\/blog\/how-rsu-vs-esop-taxation-in-india\/#Which_is_better_RSU_or_ESOP\" title=\"Which is better, RSU or ESOP: \">Which is better, RSU or ESOP: <\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-25865\" src=\"https:\/\/carajput.com\/blog\/wp-content\/uploads\/2023\/12\/Income-Tax-Return-Form-ITR-1-ITR-4-notified-for-AY-2024-25.jpg\" alt=\"Income Tax Return Form ITR 1 &amp; ITR 4 notified for AY 2024-25\" width=\"1200\" height=\"675\" srcset=\"https:\/\/carajput.com\/blog\/wp-content\/uploads\/2023\/12\/Income-Tax-Return-Form-ITR-1-ITR-4-notified-for-AY-2024-25.jpg 1200w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2023\/12\/Income-Tax-Return-Form-ITR-1-ITR-4-notified-for-AY-2024-25-300x169.jpg 300w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2023\/12\/Income-Tax-Return-Form-ITR-1-ITR-4-notified-for-AY-2024-25-1024x576.jpg 1024w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2023\/12\/Income-Tax-Return-Form-ITR-1-ITR-4-notified-for-AY-2024-25-768x432.jpg 768w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2023\/12\/Income-Tax-Return-Form-ITR-1-ITR-4-notified-for-AY-2024-25-800x450.jpg 800w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"How_Restricted_Stock_Units_vs_Employee_Stock_Options_taxation_in_India\"><\/span><span style=\"color: #000080;\"><strong>How Restricted Stock Units vs Employee Stock Options taxation in India<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Types_of_ESOPs_Related_Stock-Based_Incentives\"><\/span><span style=\"color: #000080;\"><strong>Types of ESOPs &amp; Related Stock-Based Incentives<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong><span style=\"color: #000080;\">Employee Stock Option Scheme (ESOS) :<\/span> <\/strong>Employee Stock Option Plan allows employees the <em>right (not obligation)<\/em> to buy company shares at a predetermined price after a vesting period. Employees must decide whether to exercise based on the market price on the exercise date. Example: If the exercise price is INR 200 but the share trades at INR 400, exercising is beneficial. Most common form of ESOP. Employee gets the right (not obligation) to purchase company shares at a fixed exercise price after a vesting period. Employees must pay the exercise price to convert options into shares.<\/p>\n<p><strong><span style=\"color: #000080;\">Employee Stock Purchase Plan (ESPP) :<\/span> <\/strong>Employees are allowed to buy company shares, often at a discount to Fair Market Value (FMV). Structure: Usually linked to public issues or periodic purchase programs. Employees acquire shares directly (ownership from day one), unlike ESOS which first grants \u201coptions.\u201d<\/p>\n<p><span style=\"color: #000080;\"><strong>Stock Appreciation Rights (SARs) : <\/strong><\/span>Employees don\u2019t receive shares but get cash (or shares) equal to the appreciation in stock price over a defined period. Example: If stock rises from \u20b9200 \u2192 \u20b9500, employee gets \u20b9300 per unit as benefit. \u00a0Offers equity upside without downside risk.<\/p>\n<p><strong><span style=\"color: #000080;\">Phantom Stocks :<\/span> <\/strong>A deferred compensation plan where company credits employees with \u201cphantom shares.\u201d Value moves in line with company\u2019s real share price, but no real ownership. Settlement: Paid out in cash (or sometimes stock) based on value at the end of the term. Mimics stock ownership benefits (value appreciation) without issuing real shares.<\/p>\n<p><span style=\"color: #000080;\"><strong>Restricted Stock Units (RSU) : <\/strong><\/span>Restricted Stock Units are company shares granted free of cost once vesting conditions (time, performance, or both) are met. Employees cannot sell until conditions are satisfied. Example: 3,000 RSUs vesting over 3 years \u2192 1,000 shares per year. If the employee leaves early, unvested RSUs lapse. Employer grants shares for free after completion of vesting conditions (time-based, performance-based, or both). Ownership: Employee becomes shareholder only when conditions are met. No exercise price; safer than ESOS because there\u2019s no out-of-pocket cost.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Employee_Stock_Options_ESOPs-_Taxation_happens_at_two_stages\"><\/span><span style=\"color: #000080;\"><strong>Employee Stock Options (ESOPs)- Taxation happens at two stages:<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"color: #000080;\"><strong>At Exercise (when option is exercised)<\/strong><\/span><\/p>\n<ul>\n<li>Perquisite Tax under \u201cIncome from Salary.\u201d<\/li>\n<li>Taxable Value = (Fair Market Value (FMV) on date of exercise \u2013 Exercise Price) \u00d7 No. of shares exercised.<\/li>\n<li>Employer deducts TDS (tax at source) on this amount.<\/li>\n<\/ul>\n<p><span style=\"color: #000080;\"><strong>At Sale (when shares are sold)<\/strong><\/span><\/p>\n<ul>\n<li>Capital Gains Tax under \u201cCapital Gains.\u201d<\/li>\n<li>Taxable Value = Sale Price \u2013 FMV on exercise date (already taxed as perquisite).<\/li>\n<li>Holding period:\n<ul>\n<li>Listed Indian shares: LTCG if held &gt;12 months; else STCG.<\/li>\n<li>Unlisted shares: LTCG if held &gt;24 months; else STCG.<\/li>\n<\/ul>\n<\/li>\n<li>Tax Rates:\n<ul>\n<li>LTCG (listed): 10% (above INR 1 lakh, no indexation).<\/li>\n<li>STCG (listed): 15%.<\/li>\n<li>LTCG (unlisted): 20% with indexation.<\/li>\n<li>STCG (unlisted): Taxed as per slab.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ol start=\"2\">\n<li>\n<h3><span class=\"ez-toc-section\" id=\"Restricted_Stock_Units_RSUs_Taxation_also_happens_at_two_stages\"><\/span><span style=\"color: #000080;\"><strong> Restricted Stock Units (RSUs) : Taxation also happens at two stages:<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ol>\n<p style=\"padding-left: 40px;\"><span style=\"color: #000080;\"><strong>At Vesting (when RSUs convert into shares)<\/strong><\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>RSUs are taxed as perquisite (salary income) on the FMV of shares on vesting date.<\/li>\n<li>Perquisite Value = FMV on vesting date \u00d7 No. of shares vested.<\/li>\n<li>TDS deducted by employer.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p style=\"padding-left: 40px;\"><span style=\"color: #000080;\"><strong>At Sale (when vested shares are sold)<\/strong><\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Capital Gains Tax applies.<\/li>\n<li>Taxable Value = Sale Price \u2013 FMV on vesting date (treated as cost of acquisition).<\/li>\n<li>Holding period rules &amp; tax rates same as ESOPs.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p style=\"padding-left: 40px;\"><span style=\"color: #000080;\"><strong>Capital Gains Tax Rates (Post Budget 2024)<\/strong><\/span><\/p>\n<table>\n<thead>\n<tr>\n<td><strong>Shares<\/strong><\/td>\n<td><strong>STCG<\/strong><\/td>\n<td><strong>LTCG<\/strong><\/td>\n<td><strong>Exemption<\/strong><\/td>\n<td><strong>Indexation<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Listed<\/strong><\/td>\n<td>&lt;12 months: 20%<\/td>\n<td>\u226512 months: 12.5%<\/td>\n<td>Exempt up to INR 1.25 lakh<\/td>\n<td>No indexation<\/td>\n<\/tr>\n<tr>\n<td><strong>Unlisted<\/strong><\/td>\n<td>&lt;24 months: slab rate<\/td>\n<td>\u226524 months: 20%<\/td>\n<td>No exemption<\/td>\n<td>No indexation (removed in Budget 2024)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"Comparison_of_RSU_vs_ESOP_taxation_in_India\"><\/span><span style=\"color: #000080;\"><strong>Comparison of RSU vs ESOP taxation in India<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<table>\n<thead>\n<tr>\n<td width=\"198\"><strong>Particulars<\/strong><\/td>\n<td width=\"366\"><strong>ESOP (Employee Stock Option Plan)<\/strong><\/td>\n<td><strong>RSU (Restricted Stock Unit)<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td width=\"198\"><strong>When benefit arises<\/strong><\/td>\n<td width=\"366\">On exercise (when employee buys shares at exercise price).<\/td>\n<td>On vesting (when RSUs convert into shares, no payment required).<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Tax at Stage 1<\/strong><\/td>\n<td width=\"366\">Perquisite Tax (Salary Income):<br \/>\n(FMV on exercise date \u2013 Exercise Price) \u00d7 No. of shares exercised.<\/td>\n<td>Perquisite Tax (Salary Income):<br \/>\nFMV on vesting date \u00d7 No. of shares vested.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>TDS Deduction<\/strong><\/td>\n<td width=\"366\">Employer deducts TDS on perquisite value at exercise.<\/td>\n<td>Employer deducts TDS on perquisite value at vesting.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Cost of Acquisition for Capital Gains<\/strong><\/td>\n<td width=\"366\">FMV on date of exercise.<\/td>\n<td>FMV on date of vesting.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>When Capital Gains Arise<\/strong><\/td>\n<td width=\"366\">At sale of shares.<\/td>\n<td>At sale of shares.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Capital Gain Calculation<\/strong><\/td>\n<td width=\"366\">Sale Price \u2013 FMV on exercise date.<\/td>\n<td>Sale Price \u2013 FMV on vesting date.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Holding Period for LTCG<\/strong><\/td>\n<td width=\"366\">Listed shares: &gt;12 months<br \/>\nUnlisted shares: &gt;24 months.<\/td>\n<td>Same as ESOPs.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Capital Gains Tax Rates<\/strong><\/td>\n<td width=\"366\">Listed shares:<br \/>\nSTCG = 15%<br \/>\nLTCG = 10% (above INR 1 lakh, no indexation)Unlisted shares:<br \/>\nSTCG = slab rate<br \/>\nLTCG = 20% with indexation.<\/td>\n<td>Same as ESOPs.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Employee Outflow<\/strong><\/td>\n<td width=\"366\">Needs to pay exercise price + tax on perquisite.<\/td>\n<td>No exercise price, only tax on perquisite at vesting.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Deferral Option (Start-ups only)<\/strong><\/td>\n<td width=\"366\">Eligible start-ups can defer perquisite tax up to 5 years \/ exit \/ IPO (whichever earlier).<\/td>\n<td>No deferral option \u2013 tax always at vesting.<\/td>\n<\/tr>\n<tr>\n<td width=\"198\"><strong>Foreign ESOPs\/RSUs<\/strong><\/td>\n<td width=\"366\">Tax rules same; foreign sale may also attract overseas tax, DTAA relief available.<\/td>\n<td>Same treatment; mandatory reporting in ITR (Schedule FA).<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"color: #000080;\"><strong>In short Quick Snapshot with Special Notes <\/strong><\/span><\/p>\n<ul>\n<li>Start-ups (eligible under DPIIT): Perquisite tax on ESOPs can be deferred up to 5 years \/ till employee leaves \/ sale of shares \/ IPO \u2014 whichever earlier.<\/li>\n<li>Foreign RSUs\/ESOPs: Taxation same, but at sale proceeds remitted abroad may attract foreign tax. Double Taxation Avoidance Agreement (DTAA) relief can be claimed in India.<\/li>\n<li>Disclosure: Foreign ESOP\/RSU holdings and income must be disclosed in ITR (Schedule FA).<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"RSU_vs_ESOP_taxation_in_India\"><\/span><span style=\"color: #000080;\"><strong>RSU vs ESOP taxation in India<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>ESOPs : Perquisite tax at <em>exercise<\/em> + Capital Gains at <em>sale<\/em>. &#8211; (Tax at <em>exercise<\/em> (salary) + Tax at <em>sale<\/em> (capital gain))<\/li>\n<\/ul>\n<ul>\n<li>RSUs : Perquisite tax at <em>vesting<\/em> + Capital Gains at <em>sale<\/em>. &#8211; (Tax at <em>vesting<\/em> (salary) + Tax at <em>sale<\/em> (capital gain))<\/li>\n<li>Key Difference : ESOP requires employee to <em>pay exercise price<\/em>; RSU doesn\u2019t.<\/li>\n<\/ul>\n<table>\n<thead>\n<tr>\n<td><strong>Type<\/strong><\/td>\n<td><strong>Employee Contribution<\/strong><\/td>\n<td><strong>Ownership<\/strong><\/td>\n<td><strong>Risk\/Reward<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>ESOS<\/td>\n<td>Pay exercise price<\/td>\n<td>Yes, after exercise<\/td>\n<td>High risk, high reward<\/td>\n<\/tr>\n<tr>\n<td>ESPP<\/td>\n<td>Buy at discount<\/td>\n<td>Yes, immediate<\/td>\n<td>Lower risk (buy at discount)<\/td>\n<\/tr>\n<tr>\n<td>RSU<\/td>\n<td>No payment<\/td>\n<td>Yes, after vesting<\/td>\n<td>Safe, steady upside<\/td>\n<\/tr>\n<tr>\n<td>SAR<\/td>\n<td>No payment<\/td>\n<td>No, cash\/stock benefit only<\/td>\n<td>Only upside, no downside<\/td>\n<\/tr>\n<tr>\n<td>Phantom Stock<\/td>\n<td>No payment<\/td>\n<td>No (cash-settled)<\/td>\n<td>Mimics stock gains, no ownership<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"Bottom_Line_RSU_and_ESOP_taxation_in_India\"><\/span><span style=\"color: #000080;\"><strong>Bottom Line: RSU and ESOP taxation in India<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>ESOP = High risk, high reward.<\/li>\n<li>RSU = Lower risk, steady benefit.<\/li>\n<li>For most employees, RSUs are a safer bet, while ESOPs suit those willing to take risks for potentially larger gains.<\/li>\n<\/ul>\n<p><span style=\"color: #000080;\"><strong>In practice Better RSU or ESOP<\/strong><\/span><\/p>\n<ul>\n<li>Start-ups \/ growth companies : Prefer ESOS for retention + upside potential.<\/li>\n<li>Established companies : Use RSUs, SARs, or Phantom stock for steady and safer employee rewards.<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Which_is_better_RSU_or_ESOP\"><\/span><span style=\"color: #000080;\"><strong>Which is better, RSU or ESOP: <\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>RSU is safer: No cost, no risk of paying exercise price.<\/li>\n<li>ESOP is riskier but can offer higher upside if market price far exceeds exercise price.<\/li>\n<li>RSUs lose value only if company collapses; ESOPs can cause losses if stock underperforms.<\/li>\n<li>In practice, employees rarely get to <em>choose<\/em> \u2014 companies typically offer one or the other.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>How Restricted Stock Units vs Employee Stock Options taxation in India Types of ESOPs &amp; Related Stock-Based Incentives Employee Stock Option Scheme (ESOS) : Employee Stock Option Plan allows employees the right (not obligation) to buy company shares at a predetermined price after a vesting period. Employees must decide whether to exercise based on the &hellip;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[150],"tags":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts\/29891"}],"collection":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/comments?post=29891"}],"version-history":[{"count":4,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts\/29891\/revisions"}],"predecessor-version":[{"id":29926,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts\/29891\/revisions\/29926"}],"wp:attachment":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/media?parent=29891"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/categories?post=29891"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/tags?post=29891"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}