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Mastercard IncMA

Latest proxy: 2026 · view on SEC ↗ · CIK 0001141391

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CEO total pay

$35,422,518

Michael Miebach · 2025

Say on pay

Not disclosed

Use Ask for the underlying narrative

CEO pay ratio

Item 402(u)

284 to 1

Median employee: $35,422,518

Compensation committee

CD&A

Compensation Committee

Per the latest proxy

Filings indexed: 2 · 2026 · 2025

Executive pay

What did they pay them?

From the Summary Compensation Table. Pay mix and YoY are computed from these rows.

ExecutiveRoleTotalYoYPay mixSalaryStockCash incentiveOther
Michael Miebach2025 compensation
President and Chief Executive Officer
$35,422,518↑ 18%
95% at-risk
$1,375,000$20,711,456$7,957,950$428,103
Sachin Mehra2025 compensation
Chief Financial Officer
$13,695,455↑ 5%
93% at-risk
$820,833$8,369,118$2,421,491$83,951
Craig Vosburg2025 compensation
Chief Services Officer
$12,285,713↑ 8%
93% at-risk
$795,833$7,741,301$1,815,653$82,917
Timothy Murphy2025 compensation
Vice Chair (formerly Chief Administrative Officer)5
$10,383,854↑ 6%
92% at-risk
$745,833$6,444,159$1,576,088$77,707
Edward McLaughlin2025 compensation
President and CTO, Mastercard Technology
$8,286,137
91% at-risk
$695,833$5,021,348$1,296,422$72,497
Linda Kirkpatrick2025 compensation
President, Americas
$8,208,354
91% at-risk
$695,833$4,770,581$1,531,303$70,582

Pay mix: base cash incentive equity other

Add to peer comparison →Year-over-year diff →

CD&A excerpt

Compensation discussion & analysis

Opening passage of the loaded filing's CD&A. Use Ask below to query the full text with citations.

This Compensation Discussion and Analysis (CD&A) describes Mastercard’s executive compensation program for 2025, as well as certain elements of the 2026 program for our NEOs, who are listed below and appear in the Summary Compensation Table on pg 83. Named executive officersRoleMichael MiebachPresident and Chief Executive OfficerSachin MehraChief Financial OfficerCraig VosburgChief Services OfficerTimothy Murphy1Vice ChairEdward McLaughlinPresident and CTO, Mastercard TechnologyLinda KirkpatrickPresident, Americas 1On May 1, 2025, Mr. Murphy transitioned from Chief Administrative Officer to the role of Vice Chair. Executive summary Executive compensation philosophy Mastercard’s executive compensation program is designed to support our strategic objectives and to attract, retain and motivate our executives, who are critical to Mastercard’s long-term success. Our executive compensation program is based upon and designed to address three core principles: Align the long-term interests of our executives with stockholdersPay for performancePay competitivelyOur compensation program strongly aligns the interests of our executives with long-term stockholder value through the use of equity c…

Read the full CD&A on SEC.gov ↗

Peer comparison

Who they benchmark against

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Governance

Policy guardrails

  • hedging

    Compensation discussion and analysis This Compensation Discussion and Analysis (CD&A) describes Mastercard’s executive compensation program for 2025, as well as certain elements of the 2026 program for our NEOs, who are listed below and appear in the Summary Compensation Table on

    “Compensation discussion and analysis This Compensation Discussion and Analysis (CD&A) describes Mastercard’s executive compensation program for 2025, as well as certain elements of the 2026 program for our NEOs, who are …”

  • pledging

    Compensation discussion and analysis This Compensation Discussion and Analysis (CD&A) describes Mastercard’s executive compensation program for 2025, as well as certain elements of the 2026 program for our NEOs, who are listed below and appear in the Summary Compensation Table on

    “Compensation discussion and analysis This Compensation Discussion and Analysis (CD&A) describes Mastercard’s executive compensation program for 2025, as well as certain elements of the 2026 program for our NEOs, who are …”

  • clawback

    present

    “The PSU clawback is designed to recoup the shares awarded or, in the event the shares have been sold or transferred, the proceeds from that sale or transfer”

  • change in control

    You can find further discussion of these severance arrangements in the “Potential payments upon termination or change in control” section that follows this CD&A.

    “You can find further discussion of these severance arrangements in the “Potential payments upon termination or change in control” section that follows this CD&A.”

  • compensation consultant

    independent

    “independent compensation consultant and input from management, establishes Mastercard’s peer group.”

  • compensation committee

    Compensation Committee

    “Compensation Committee reportThe HRCC has reviewed and discussed the CD&A with management, and, based on such review and discussions, the HRCC recommended to the Board that the CD&A be included in this proxy statement an…”

Performance markers

Metric facts

  • revenue

    $12

    “corporate score (a+b+c)137.8%The HRCC used a two-step process to determine the 2025 corporate score:•Step one (financial score): calculated based on corporate performance against rigorous and challenging financial perfor…”

  • ceo pay ratio

    284 to 1

    “includes base pay, incentive compensation, long-term incentive awards and matching pension contributions made by the company, as well as the change in pension value during 2025. Mr. Miebach’s annual total compensation fo…”

  • median employee compensation

    $35,422,518

    “awards and matching pension contributions made by the company, as well as the change in pension value during 2025. Mr. Miebach’s annual total compensation for 2025 as reported in the Summary Compensation Table was $35,42…”

Ask

Anything about Mastercard Inc’s 2026 proxy

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