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Median S&P 500 CEO Pay Rises to $17.7 Million as Stock Awards Dominate Packages

The change increases pay gaps by tying more executive rewards to large, long-term stock grants that pay out only if multi-year targets are met.

FILE - Jane Fraser, CEO, Citigroup, listens during a Senate Banking, Housing, and Urban Affairs Committee oversight hearing to examine Wall Street firms on Capitol Hill, Wednesday, Dec. 6, 2023 in Washington. (AP Photo/Alex Brandon, File)
FILE - Wells Fargo & Company CEO and President Charles Scharf testifies at a Senate Banking Committee annual Wall Street oversight hearing, Thursday, Sept. 22, 2022, on Capitol Hill in Washington. (AP Photo/Jacquelyn Martin, File)
FILE - In this Nov. 2, 2017, file photo, Broadcom CEO Hock Tan speaks as President Donald Trump listens during an event to announce the company is moving its global headquarters to the United States, in the Oval Office of the White House, in Washington. (AP Photo/Evan Vucci, File)
FILE - Goldman Sachs CEO David Solomon is interviewed on the floor of the New York Stock Exchange in New York, Wednesday, July 16, 2025. (AP Photo/Seth Wenig, File)

Overview

  • The AP analysis of Equilar data published May 27, 2026 found median 2025 pay for 337 S&P 500 CEOs at $17.7 million, up about 5.9% from the prior year.
  • Stock awards were the largest component with a median grant valued at $10.9 million and awards recorded at their grant-date value even when payout depends on future performance.
  • A handful of extraordinary, long-term packages inflated totals, most notably Elon Musk’s Tesla grant valued at $132.3 billion and multi-year awards for Welltower’s Shankh Mitra and Broadcom’s Hock Tan tied to ambitious targets.
  • Median S&P 500 worker pay was $89,744, which creates stark disparities: at half the companies a median employee would need roughly 200 years to earn a CEO’s single-year pay.
  • Shareholders continue to approve most nonbinding “say on pay” votes at about 90% support even as disclosure rules, public criticism, and local tax and ballot efforts keep pressure on boards to rethink pay design.