What does a Senior Engineer at Comcast earn?

The IC4 Engineer 4 or Senior Engineer level is anchored in Philadelphia at about $153,400 base with a 10 percent target bonus of roughly $15,300 and about $16,800 of annualised stock, for around $185,500 total. The same scope calibrates to roughly $213,400 in New York, $231,900 in Sunnyvale and $167,000 in Atlanta, and to about $107,600 in London, $98,300 in Dublin and $26,000 in Chennai. Engineer 4 in Software Development and Engineering is also the single most common H-1B title in Comcast Cable Communications' accumulated profile at 221 filings. Comcast publishes no salary range for this level, so every figure is a third-party observation or a model built on one.

Does Comcast give RSUs, options or an ESPP?

All three, but on different terms. Restricted stock units are the main award vehicle, generally vesting over five years, with 46 million granted in 2025 and 78 million unvested at year end. Options are now residual: 1 million were granted in 2025 at a $35.98 weighted exercise price against 204 million outstanding at $41.93, and virtually all outstanding options were net-settled at year end. Performance share units are reserved for senior executives and cliff vest after three years. Two employee stock purchase plans operate, the 2002 Section 423 plan for covered Comcast entities and the Comcast-NBCUniversal 2011 non-423 plan with quarterly offerings at 85 percent of the lower of the beginning and ending price and a $25,000 annual cap, plus a 2019 Omnibus Sharesave Plan for the United Kingdom and selected countries. Comcast discloses no universal grant matrix or minimum eligible band.

How does Comcast's bonus work?

Comcast discloses the executive plan in full and discloses nothing about the wider workforce grid. The 2025 named-executive annual bonus was scored 70 percent on financial measures split as adjusted EBITDA 35 percent, free cash flow 25 percent and revenue 10 percent, 15 percent operational and 15 percent stakeholder and sustainability, with a 192.5 percent maximum. The 2025 result was 110 percent of target weighting, from 77 financial, 18 operational and 15 stakeholder points, paying $8,583,175 each to Roberts and Cavanagh, $5,436,010 to Reid, $4,577,693 to Armstrong and $2,574,952 to Khoury against salary targets of 300, 300, 250, 200 and 150 percent. For everyone below the named executives there is no published target, scorecard or payout history; postings state most non-sales employees are bonus eligible without giving a percentage, so the 3 percent at IC1 rising to 35 percent at vice president shown here is modelled.

What was the Comcast CEO paid?

Comcast has had two chief executives since 2 January 2026. Brian L. Roberts, Chairman and Co-CEO, was reported at $35,148,413 for 2025: $2,600,962 salary, $23,473,076 of stock awards, $8,583,175 of non-equity incentive and $491,200 of other compensation, which is 381 times the $92,390 median employee. Michael J. Cavanagh, who was President in the 2025 table and became Co-CEO in January 2026, was reported at $71,756,644 because his stock total includes a special $39,929,752 promotion performance share grant on top of a $20,411,363 annual grant; that makes his single-year total an outlier rather than a run-rate. Roberts' figure sits close to AT&T's $29.9 million and Verizon's $31.2 million and below Disney's $45.8 million for the same year. Cavanagh exercised 736,238 options on 11 February 2026 for about $20.9 million.

How does Comcast pay in the United Kingdom compared with the United States?

The United Kingdom is Comcast's largest employee population outside the United States, carried mainly through Sky across the Osterley campus, Leeds and Livingston plus corporate and NBCUniversal roles in London. London calibrates at about 58 percent of the Philadelphia anchor at junior technical levels, Osterley 56 percent, Leeds 47 percent and Livingston 43 percent, but the gap narrows steadily with seniority because the model dampens the location effect as scope becomes enterprise-wide, so a London vice president sits at roughly 77 percent of the Philadelphia anchor rather than 58 percent. Benefits diverge as well: Sky materials describe employer pension contributions up to 9 percent, private medical options and a Sharesave scheme that has no United States equivalent, while the 401(k) match and Section 423 purchase plan are United States constructs.

All Companies

Comcast

Compensation Insight

How Comcast Pays

Comcast's reconstructed IC1 to IC8 engineering ladder and M1 to M8 management ladder, priced across 25 markets alongside five-year RSUs, three-year executive PSUs, two employee stock purchase plans and a UK Sharesave, a $35.15M Roberts package at 381 to 1, and 630 certified FY2025 H-1B filings.

~179,000 employees · Nasdaq: CMCSA · Comcast Corporation · Philadelphia, Pennsylvania · FY ends 31 December · Versant spun off January 2026, NBCUniversal separation proposed June 2026

Employees

~179,000

Full-time equivalents at 31 December 2025, about 30 percent outside the United States in more than 30 countries. The figure is pre-Versant and has not been restated since the January 2026 separation.

2025 revenue

$123.71B

Reported in the 2025 Form 10-K, also a pre-Versant figure. Comcast publishes no geographic revenue split in a form usable for pay benchmarking.

Share-based compensation

$1.11B

2025 expense of $1.108 billion, up from $1.069 billion in 2024 and $1.021 billion in 2023, with $2.1 billion of unrecognised pre-tax expense over a weighted average 1.5 years.

Employees receiving stock awards

24,000+

Disclosed in the 2025 Form 10-K. Against roughly 179,000 full-time equivalents that is a lower-bound reach of about 13.4 percent, not a clean eligibility rate.

Median employee pay

$92,390

The 2025 pay-ratio median. The statistical population includes part-time, seasonal and temporary workers, so it is not comparable with a salaried-only median.

CEO pay ratio

381:1

Brian L. Roberts' adjusted 2025 total of about $35.15 million against the $92,390 median employee, computed under SEC methodology.

Equity shares available

298.8M

188,574,542 under the 2023 Omnibus Plan, 92,800,157 under the 2002 ESPP, 12,798,717 under the 2011 ESPP and 4,601,161 under the Sharesave Plan at 31 December 2025, an indicative $8.11 billion at $27.16.

FY2025 H-1B certifications

630

Certified labour condition applications for Comcast Cable Communications from 715 filed, with 571 I-129 approvals against 8 denials, a 98.62 percent approval rate.

Locations

United States

India

United Kingdom

Australia

New Zealand

Ireland

Italy

Germany

Singapore

Japan

Philippines

United Arab Emirates

1.00× base / 1.00× TC vs Philadelphia

Band Hierarchy

Comcast publishes no enterprise grade codebook. The IC1 to IC8 technical ladder and M1 to M8 management ladder here are a cross-source normalisation of designations that appear in Comcast job postings and labour condition applications, principally Engineer 3, Engineer 4, Engineer 5, Architect 4, Architect 5, Manager 1, Manager 2 and Director 2, plus the India entity's Development Engineer 1 through 4. Only the officer titles and the named executives carry a company disclosure.

Technical ladder — Engineer 1 through Fellow

IC8

FellowTechnical individual contributor · variable 25% · modeled

Enterprise-wide technical strategy and external technical representation of the company.

18 to 25+ years

●●●●●●●●○○○○

IC7

Distinguished EngineerTechnical individual contributor · variable 20% · modeled

Cross-domain technical authority and platform fellow-track leader with no reporting line.

15 to 20+ years

●●●●●●○○○○○○

IC6

Architect 5 / Senior PrincipalTechnical individual contributor · variable 15% · modeled

Senior principal engineer and enterprise architect owning a domain across business units.

12 to 17 years

●●●●○○○○○○○○

IC5

Engineer 5 / Principal Engineer / Architect 4Technical individual contributor · variable 12% · reported

Principal engineer, technical lead and software architect setting design direction across teams.

10 to 14 years

●●●○○○○○○○○○

IC4

Engineer 4 / Senior EngineerTechnical individual contributor · variable 10% · reported

Senior software engineer, lead developer and senior SDET owning a component end to end.

7 to 10 years

●●○○○○○○○○○○

IC3

Engineer 3 / Development Engineer 3Technical individual contributor · variable 7% · verified

Full-stack, backend, platform, data and network engineers; the India entity uses the Development Engineer 3 designation for the same scope.

4 to 7 years

●●○○○○○○○○○○

IC2

Engineer 2 / Analyst 2Technical individual contributor · variable 5% · reported

Software engineer, systems analyst and data analyst delivering inside an established team.

2 to 4 years

●○○○○○○○○○○○

IC1

Engineer 1 / Analyst 1Technical individual contributor · variable 3% · reported

Associate engineer, junior analyst, QA engineer and graduate entrants into the Connectivity and Platforms technology organisation.

0 to 2 years

●○○○○○○○○○○○

Management ladder — Supervisor through Vice President

Vice PresidentLeadership · variable 35% · modeled

Functional, regional and product or engineering vice presidents across Connectivity and Platforms, NBCUniversal and Sky.

18 to 25 years

●●●●●●●●●●●●

Executive DirectorManagement · variable 30% · modeled

Large portfolio or business-unit leader sitting immediately below the officer tier.

16 to 22 years

●●●●●●●●●●○○

Director 2 / Senior DirectorManagement · variable 25% · verified

Senior functional leader and enterprise architecture director, typically with directors reporting in.

14 to 20 years

●●●●●●●○○○○○

Director 1Management · variable 20% · reported

Engineering director, product director and operations director owning a function within a region or business unit.

12 to 17 years

●●●●●●○○○○○○

Manager 2 / Senior Manager 2Management · variable 15% · reported

Multi-team manager and functional senior manager carrying a budget line.

10 to 14 years

●●●●○○○○○○○○

Senior Manager 1Management · variable 12% · reported

Senior engineering manager and group product manager, usually with team leads reporting in.

8 to 12 years

●●●○○○○○○○○○

Manager 1Management · variable 10% · reported

Engineering manager, product manager and program manager owning one team and its roadmap.

6 to 10 years

●●○○○○○○○○○○

Supervisor / Team LeadManagement · variable 5% · modeled

Operations supervisor, care supervisor and engineering team lead, the first level with direct reports.

3 to 7 years

●○○○○○○○○○○○

Disclosed executive layer

Chairman and Co-Chief Executive Officer

Brian L. Roberts

Full Summary Compensation Table disclosure, plus the pay-ratio calculation and Form 4 share movements. Reported at $35,148,413 for 2025.

Co-Chief Executive Officer

Michael J. Cavanagh, Co-CEO from 2 January 2026, President in the 2025 table

Full proxy disclosure. His $71,756,644 total is inflated by a special $39,929,752 promotion performance share grant approved in December 2025, and his salary rose to $2.75 million in January 2026.

Named executive officers

Jason S. Armstrong as Chief Financial Officer, Thomas J. Reid as Chief Legal Officer and Secretary, Jennifer Khoury as Chief Communications Officer

Full proxy disclosure with salary, bonus, stock and other rows. Regional and business-unit heads are not separately disclosed unless they qualify as named executives.

Executive Vice Presidents and business presidents

Segment presidents and enterprise function heads across Connectivity and Platforms, NBCUniversal and Sky

No compensation table exists for this layer. Section 16 filings disclose share movements only, and the layer is excluded from the band table because its pay is set individually rather than by grade.

Senior Vice Presidents

Enterprise function and major business-line leaders

No public disclosure of any kind beyond occasional Form 4 filings. The bundle models this layer at $400,000 base and $900,000 total but it is carried outside the band table.

Non-employee directors

Nine directors reported between $375,016 and $415,016 for 2025

A governance package rather than an employment band: a $120,000 cash retainer, roughly $240,000 of stock after the October 2025 increase, $15,000 committee-member and $40,000 committee-chair fees.

VerifiedOnly the named-executive rows, the director programme and the officer titles carry a company disclosure. Every level from Engineer 1 to Vice President is reconstructed from public sources.

Track divergence

IC1 to IC4 and M1 to M2

Cash dominates and the tracks pay almost identically. At IC1 the package is roughly 97 percent base; equity is discretionary and often zero, and the target bonus runs 3 to 10 percent of base.

IC5 to IC6 and M3 to M4

The first real fork. A Senior Manager 1 and an Engineer 5 sit within about 8 percent of each other on total compensation, so the choice is scope rather than money, but the manager bonus target is already double the entry-level rate.

IC7 to IC8 and M5 to M6

Equity becomes the swing factor on both tracks. Annualised stock grows from roughly 14 percent of the IC5 package to 29 percent at IC7, while director bonus targets climb from 20 to 25 percent of base.

M7 and above

The ladders converge on an officer population whose pay is approved individually rather than by grade. Above Vice President, only SEC named executives are visible at all, and their long-term incentive is performance share units rather than restricted stock.

Frontline and hourly population

Cable field technicians, call-centre agents, retail staff and theme-park operations sit outside this ladder entirely. Their pay is set locally against statutory minimums and collective arrangements, moves in the opposite direction to the professional bands across markets, and is excluded from the location model for that reason.

Hierarchy qualifications and legacy structures

Comcast job postings and immigration filings expose Engineer 3, Engineer 4, Engineer 5, Architect 4, Architect 5, Manager 1, Manager 2 and Director 2 as live designations, and the India entity adds Development Engineer 1 through 4, but no enterprise-wide grade matrix has ever been published.
The crosswalk is most reliable for technology roles inside Connectivity and Platforms and progressively less precise for NBCUniversal production, Sky commercial and theme-park functions, which run different title conventions, incentive mixes and works-council or union contexts.
Vice President, Senior Vice President and Executive Vice President are corporate titles rather than hidden grade numbers, so this report treats them as title tiers and stops the band table at Vice President.
The frontline and hourly population is deliberately excluded from the band table. It is the single largest employee group at Comcast and its pay is driven by local statutory floors rather than a company grade, so folding it into a location-factor model would misstate whole markets.
The 2003 Stock Option Plan and 2002 Restricted Stock Plan are frozen legacy vehicles with no shares available; awards outstanding under them do not indicate a separate current hierarchy.
Versant's separation in January 2026 and the proposed Comcast and NBCUniversal separation announced in June 2026 mean the population behind every 2025 figure here is not the population that will exist after the transactions complete.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
IC1	Engineer 1 / Analyst 1	Google L3, Microsoft level 59 to 60	Comcast pays materially below the large platform companies at entry level; the mapping describes scope, not money.Philadelphia median from employee-reported engineering records; equity is the residual against the reported total and sits inside the modelled $0 to $5,000 annual grant range.
IC2	Engineer 2 / Analyst 2	Google L3 to L4, Microsoft level 61	The first level where a discretionary restricted stock unit grant becomes plausible, though it is never an entitlement.Philadelphia median from employee-reported engineering records; the residual equity sits inside the modelled $3,000 to $12,000 grant range.
IC3	Engineer 3 / Development Engineer 3	Google L4, Microsoft level 62	Engineer 3 is the second most common Comcast H-1B title at 190 accumulated filings, so this row has unusually direct wage evidence for a non-executive band.Philadelphia median triangulated from current job postings and labour condition applications; the $131,685 national H-1B median for 2025 sits close to this base.
IC4	Engineer 4 / Senior Engineer	Google L5, Microsoft level 63 to 64	Engineer 4 in Software Development and Engineering is the single most common Comcast H-1B title at 221 accumulated filings, and the modal offshore level in Chennai.Philadelphia median from employee-reported and posting evidence; equity is the residual against the reported total and sits at the bottom of the modelled $15,000 to $40,000 grant range.
IC5	Engineer 5 / Principal Engineer / Architect 4	Google L6, Microsoft level 65 to 66	Engineer 5 and Architect 4 are separate designations at the same normalised level; the architect title carries more design authority and no headcount.Philadelphia median from employee-reported records with 49 accumulated Engineer 5 H-1B filings supporting the base; equity is the residual inside the modelled $25,000 to $70,000 range.
IC6	Architect 5 / Senior Principal	Google L6 to L7, Microsoft level 67	This is where the package tips from cash to equity: annualised stock passes base-plus-bonus growth and becomes the negotiable component.Philadelphia median blends reported records with the research model. The residual equity of about $113,000 exceeds the bundle's own $40,000 to $100,000 modelled grant range for this level.
IC7	Distinguished Engineer	Google L8, Microsoft level 68 to 69	Distinguished Engineer appears in employee-reported ladders rather than filings, so the title exists but the population behind it is small and the sample thin.Base is reported; total is a research-model bridge. Equity is the residual and sits above the modelled $60,000 to $140,000 grant range midpoint.
IC8	Fellow	Google L9, Microsoft Partner and above	The top of the disclosed technical ladder. Beyond this point technical seniority converts into an officer title rather than a further IC level.Research-model bridge above the last well-sampled reported level; equity is the residual against the modelled total.
M1	Supervisor / Team Lead	First-line lead	This is the bridge from the frontline population into the salaried ladder, and the row where a Comcast package most often still looks like an hourly one grossed up.Research-model bridge; Comcast publishes no supervisor range and the level does not appear in visa filings.
M2	Manager 1	Google M1, Microsoft level 63 to 64	Manager 1 is the third most common Comcast H-1B title at 59 accumulated filings, which is unusual: most sponsors file almost exclusively for individual contributors.Philadelphia median from employee-reported management records supported by Manager 1 labour condition applications.
M3	Senior Manager 1	Google M1 to M2, Microsoft level 65	A Senior Manager 1 and an Engineer 5 sit within about 8 percent of each other on total compensation, so the track choice at this point is scope rather than money.Philadelphia median from employee-reported management records.
M4	Manager 2 / Senior Manager 2	Google M2, Microsoft level 66	Comcast runs two parallel numbering conventions here, Manager 2 in the technology organisation and Senior Manager 2 in corporate functions, for equivalent scope.Philadelphia median from employee-reported management records.
M5	Director 1	Google Director, Microsoft level 67	Director is where the September 2025 Connectivity and Platforms restructuring reportedly removed a management layer, so the level's population is in flux.Philadelphia median from employee-reported director records.
M6	Director 2 / Senior Director	Google Director, Microsoft level 68	Director 2 appears in India job postings as a live designation, which is the strongest official evidence for any level above manager.Philadelphia median triangulated from postings and reported records; Director 2 is a designation Comcast itself publishes.
M7	Executive Director	Senior Director or Partner Director	The last level before the officer population, and the last one with any employee-reported sample; everything above is proxy-only or invisible.Base is reported; total is a research-model bridge with the residual equity inside the modelled $90,000 to $220,000 grant range.
M8	Vice President	Corporate Vice President	Vice President is a corporate title rather than a numbered grade. Only officers who become SEC named executives ever have their pay disclosed, which is a small fraction of this population.Research-model bridge. The residual equity of $58,000 falls well short of the bundle's own $150,000 to $500,000 modelled long-term incentive range for this level, so treat the total as conservative.

Critical evidence warning

Comcast does not publish salary ranges, band minimums, band midpoints or an equity grant matrix for any employee population. Every non-executive figure in this report is a third-party observation, a labour condition application wage or a calibrated model around one, and should be used for orientation rather than quoted as a Comcast pay band. The only figures that carry a company disclosure are the named-executive tables, the pay ratio, the director programme and the equity-plan share counts.

Compensation by Band — Philadelphia

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Philadelphia. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
IC1	Engineer 1 / Analyst 1 0 to 2 years · reported	$75K – $101K	3%	$91K $78K – $105K	$600
IC2	Engineer 2 / Analyst 2 2 to 4 years · reported	$95K – $129K	5%	$126K $107K – $145K	$8K
IC3	Engineer 3 / Development Engineer 3 4 to 7 years · verified	$107K – $144K	7%	$150K $127K – $172K	$16K
IC4	Engineer 4 / Senior Engineer 7 to 10 years · reported	$130K – $176K	10%	$186K $158K – $213K	$17K
IC5	Engineer 5 / Principal Engineer / Architect 4 10 to 14 years · reported	$159K – $215K	12%	$244K $207K – $280K	$35K
IC6	Architect 5 / Senior Principal 12 to 17 years · modeled	$174K – $236K	15%	$349K $297K – $401K	$113K
IC7	Distinguished Engineer 15 to 20+ years · modeled	$182K – $246K	20%	$361K $306K – $415K	$104K
IC8	Fellow 18 to 25+ years · modeled	$242K – $328K	25%	$478K $406K – $550K	$122K
M1	Supervisor / Team Lead 3 to 7 years · modeled	$81K – $109K	5%	$108K $92K – $124K	$8K
M2	Manager 1 6 to 10 years · reported	$129K – $175K	10%	$188K $160K – $216K	$21K
M3	Senior Manager 1 8 to 12 years · reported	$145K – $197K	12%	$225K $191K – $259K	$33K
M4	Manager 2 / Senior Manager 2 10 to 14 years · reported	$155K – $209K	15%	$259K $220K – $298K	$50K
M5	Director 1 12 to 17 years · reported	$173K – $233K	20%	$305K $259K – $351K	$61K
M6	Director 2 / Senior Director 14 to 20 years · verified	$191K – $259K	25%	$346K $294K – $398K	$65K
M7	Executive Director 16 to 22 years · modeled	$201K – $272K	30%	$382K $324K – $439K	$74K
M8	Vice President 18 to 25 years · modeled	$238K – $322K	35%	$436K $371K – $501K	$58K

Verified hub — headquarters campus · all band cells modeledReportedModeledVerifiedBase and total use a plus or minus 15 percent planning envelope around the median and equity uses plus or minus 25 percent. The underlying research bundle publishes an asymmetric spread of roughly minus 13 percent to plus 20 percent around each band median, so the low end shown here is marginally more conservative than the source.

Benchmark your level

Total Compensation Range by Band

Total compensation in Philadelphia across the employee bands. Ranges are planning envelopes around the median, not offer bands.

Global Footprint & Pay Arbitrage

Comcast reported roughly 179,000 full-time equivalents at 31 December 2025, about 30 percent of them outside the United States across more than 30 countries. Philadelphia is the pay anchor. Chennai and Pasig are the two verified offshore delivery centres, the United Kingdom is the largest non-United States employee population through Sky, and every other market is calibrated against the Philadelphia median.

~179,000

Full-time equivalents at 31 December 2025

~30%

Workforce outside the United States

Markets modelled in this report

Countries with a distinct benefit profile

Office and market catalogue — calibration factors versus Philadelphia

Location	Likely office profile	Presence	Base	TC
Philadelphia United States · USD	Corporate headquarters and the deepest disclosed Comcast talent market, and the largest single H-1B worksite at 820 historical records.	Verified hub — headquarters campus	1.00×	1.00×
Denver / Centennial United States · USD	Large technology, network and operations presence, and the third largest H-1B worksite with a $135,456 observed 2025 median.	Verified hub — technology and network operations	0.98×	0.98×
Atlanta United States · USD	Major engineering, operations and commercial market and one of the deepest non-headquarters Connectivity and Platforms sites.	Verified office — engineering and commercial	0.90×	0.90×
New York United States · USD	Media, product, advertising and corporate roles at 30 Rockefeller Plaza and the NBCUniversal complex; current postings carry the highest disclosed United States ranges.	Verified office — media and corporate	1.15×	1.15×
Los Angeles / Universal City United States · USD	NBCUniversal studio, media and Universal theme-park operations, a pay population governed as much by guild and production norms as by corporate bands.	Verified hub — studio and theme park	1.12×	1.12×
Orlando United States · USD	Universal theme-park operations and supporting technology. The professional bands modelled here sit above a much larger hourly park population that is not in this table.	Verified hub — theme park operations	0.88×	0.88×
Chicago United States · USD	Engineering and commercial roles with current postings that publish Illinois pay-transparency ranges.	Verified office — engineering and commercial	0.98×	0.98×
Sunnyvale United States · USD	High-cost Silicon Valley engineering market and the highest-paid Comcast H-1B worksite, with an observed $172,872 median base across 56 records.	Verified office — advanced engineering	1.25×	1.25×
Chennai India · INR	Comcast India Engineering Center, the company's official technology hub serving Comcast, NBCUniversal and Sky, and the only Indian site verified in current careers evidence.	Verified hub — India Engineering Center	0.14×	0.14×
Bangalore India · INR	Market comparator only. Current Comcast careers evidence supports Chennai rather than a major Bangalore engineering hub, so these cells describe the local market, not a verified Comcast site.	Market comparator — no verified major hub	0.15×	0.15×
London United Kingdom · GBP	Sky and NBCUniversal corporate, commercial and media roles, and the centre of the largest Comcast employee population outside the United States.	Verified hub — Sky and NBCUniversal	0.58×	0.58×
Leeds United Kingdom · GBP	Sky technology and customer operations market, a large-volume site whose professional pay sits roughly a fifth below London for the same scope.	Verified office — Sky technology and operations	0.47×	0.47×
Livingston United Kingdom · GBP	Sky operations and service-centre market in central Scotland and the lowest-cost verified Comcast location in Western Europe.	Verified office — Sky service centre	0.43×	0.43×
Osterley United Kingdom · GBP	The Sky campus in west London, a single-site concentration of technology, broadcast and product roles that prices marginally below central London.	Verified hub — Sky campus	0.56×	0.56×
Sydney Australia · AUD	Verified NBCUniversal commercial and media roles across Australia and New Zealand, but not a Comcast-scale engineering hub.	Limited presence — commercial and media	0.60×	0.60×
Auckland New Zealand · NZD	Market comparator for the Australia and New Zealand region. No verified major Comcast office appeared in the reviewed current sources.	Market comparator — no verified office	0.49×	0.49×
Dublin Ireland · EUR	Technology and media market with a verified office but few company-specific public pay samples, so the cells lean harder on the market model than the United Kingdom ones do.	Verified office — technology and media	0.53×	0.53×
Milan Italy · EUR	Sky Italia headquarters and the largest continental European Comcast site after the Sky Deutschland disposal, covering technology, broadcast and commercial roles.	Verified hub — Sky Italia headquarters	0.39×	0.39×
Rome Italy · EUR	Sky and NBCUniversal media market, smaller and slightly cheaper than Milan for the same professional scope.	Verified office — media	0.37×	0.37×
Munich / Unterföhring Germany · EUR	Legacy transition comparator. Sky Deutschland was sold on 31 May 2026, so these cells describe a population that is no longer part of Comcast.	Legacy — divested 31 May 2026	0.55×	0.55×
Singapore Singapore · SGD	NBCUniversal regional commercial and media roles. Company-specific salary samples are limited, so the cells are modelled from the local market.	Verified office — regional commercial	0.58×	0.58×
Tokyo Japan · JPY	NBCUniversal media and distribution presence, modelled from local market evidence rather than company-specific disclosures.	Verified office — media and distribution	0.50×	0.50×
Osaka Japan · JPY	Universal Studios Japan and related operations. As in Orlando, the professional bands modelled here sit above a far larger park operations population.	Verified hub — theme park operations	0.42×	0.42×
Pasig / Manila Philippines · PHP	Comcast Business technology and operations centre, the second offshore delivery location alongside Chennai and modelled on the same calibration.	Verified hub — Comcast Business operations	0.14×	0.14×
Dubai United Arab Emirates · AED	Limited current presence in the reviewed careers evidence. Ranges are modelled from the local market and should be treated as indicative only.	Limited presence — regional commercial	0.55×	0.55×

Comcast does not disclose city-level headcount anywhere, so this catalogue cannot rank offices by employee count. The 10-K identifies the United States, the United Kingdom and Western Europe, East Asia and South Asia as the largest concentrations, and the India Engineering Center is the only offshore site Comcast names on its own careers material.

Philadelphia anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Total
IC1 · Engineer 1 / Analyst 1	$88K	$600	$3K	$91K
IC2 · Engineer 2 / Analyst 2	$112K	$8K	$6K	$126K
IC3 · Engineer 3 / Development Engineer 3	$125K	$16K	$9K	$150K
IC4 · Engineer 4 / Senior Engineer	$153K	$17K	$15K	$186K
IC5 · Engineer 5 / Principal Engineer / Architect 4	$187K	$35K	$22K	$244K
M2 · Manager 1	$152K	$21K	$15K	$188K
M3 · Senior Manager 1	$171K	$33K	$21K	$225K
M4 · Manager 2 / Senior Manager 2	$182K	$50K	$27K	$259K
M5 · Director 1	$203K	$61K	$41K	$305K
M6 · Director 2 / Senior Director	$225K	$65K	$56K	$346K

The Philadelphia column is the anchor. It is both the headquarters market and the deepest evidence base, with 820 historical H-1B worksite records and a $125,248 observed 2025 median base.
Sunnyvale at 1.25 times and New York at 1.15 times are the only markets above the anchor; Sunnyvale's $172,872 observed H-1B median is the highest of any Comcast worksite.
Chennai and Pasig both calibrate at 0.14 times Philadelphia at the junior end. Chennai is the Comcast India Engineering Center serving Comcast, NBCUniversal and Sky; Pasig is the Comcast Business technology and operations centre.
Bangalore and Auckland are market comparators rather than verified Comcast sites, and Munich is a legacy comparator after the Sky Deutschland sale completed on 31 May 2026. All three are labelled as such in the footprint table.
The Sky sites split cleanly by cost: Osterley at 0.56 times and London at 0.58 times, Leeds at 0.47 times and Livingston at 0.43 times, which is a wider intra-country spread than any other Comcast market.
Officer and named-executive pay is set against enterprise scope rather than a worksite, so Senior Vice President and above are carried in the executive section only and are excluded from the location model.

Model rules

Every modelled cell is the Philadelphia median multiplied by the city calibration factor for that band and then by the 26 August 2026 foreign-exchange snapshot. Base and total share one factor because the source model applies a single location multiplier to both.
The location effect is dampened as scope grows, so each city carries a junior factor and a senior factor and every band between is interpolated by seniority. Chennai runs 0.14 times Philadelphia at Engineer 1 and 0.53 times at Vice President; London runs 0.58 times and 0.77 times.
That interpolation is a straight line through a curve that is genuinely convex. The source model holds the offshore factor flat through the first four technical levels before it starts rising, so the mid-ladder offshore cells here read about a quarter above the bundle's own figures at Engineer 3 and Engineer 4.
A total compensation cell is base plus target bonus plus annualised equity. No employer benefit load, employer pension contribution or payroll tax is included, because that is employer cost rather than pay.
Equity in every cell is a residual: the source publishes a band total and a separate modelled grant range, and this report takes the total as given and derives equity from it so the components reconcile.
Sign-on payments, relocation, retention awards and the special executive promotion grants are excluded from every band cell.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Comcast discloses the named-executive annual bonus in full and discloses nothing at all about the wider workforce grid. The 2025 executive plan scored 110 percent of target on a 70 percent financial, 15 percent operational and 15 percent stakeholder weighting. Below the named executives there is no published target, scorecard, cadence or payout history, so every non-executive target below is modelled.

Band	Target	Mechanism	Recent payout
IC1 Engineer 1 / Analyst 1	3% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
IC2 Engineer 2 / Analyst 2	5% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
IC3 Engineer 3 / Development Engineer 3	7% of base	Annual bonus on a company, business-unit and individual performance mix. Postings state most non-sales employees are bonus eligible without giving a percentage.	Not publicly disclosed
IC4 Engineer 4 / Senior Engineer	10% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
IC5 Engineer 5 / Principal Engineer	12% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
IC6 Architect 5 / Senior Principal	15% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
IC7 Distinguished Engineer	20% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
IC8 Fellow	25% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
M1 Supervisor / Team Lead	5% of base	Annual bonus, with operations supervisors often carrying service and installation metrics that do not apply to office populations.	Not publicly disclosed
M2 Manager 1	10% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
M3 Senior Manager 1	12% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
M4 Manager 2 / Senior Manager 2	15% of base	Annual bonus on a company, business-unit and individual performance mix. Comcast publishes no workforce formula.	Not publicly disclosed
M5 Director 1	20% of base	Annual bonus weighted more heavily to business-unit financial results as scope grows. No published grid.	Not publicly disclosed
M6 Director 2 / Senior Director	25% of base	Annual bonus weighted more heavily to business-unit financial results as scope grows. No published grid.	Not publicly disclosed
M7 Executive Director	30% of base	Annual bonus weighted more heavily to business-unit financial results as scope grows. No published grid.	Not publicly disclosed
M8 Vice President	35% of base	Annual bonus approved within the officer population. The first level where the mechanism starts to resemble the disclosed executive scorecard, though nothing is published.	Not publicly disclosed
NEO Named executives and Co-CEOs	150% to 300% of base	Annual cash bonus scored 70 percent on financial measures, split adjusted EBITDA 35 percent, free cash flow 25 percent and revenue 10 percent, plus 15 percent operational and 15 percent stakeholder and sustainability, capped at 192.5 percent of target. Performance share units are a separate three-year long-term incentive.	2025 scored 110 percent of target from 77 financial, 18 operational and 15 stakeholder points. The 77 is weighted financial achievement against a 70 point target weighting, not 77 percent of target.

ModeledVerifiedEvery named executive was paid at exactly 110 percent of target for 2025, because the scorecard is a single enterprise result applied uniformly rather than five individual assessments. The maximum was 192.5 percent, so the plan paid a little over half way between target and cap. Financial measures delivered 77 of a possible 70 target points, operational 18 of 15, and stakeholder and sustainability exactly 15 of 15.

Executive incentive targets — percent of salary

Chairman and Co-Chief Executive Officer

300% of salary

Brian L. Roberts, on a $2,600,962 salary, a $7.80 million target opportunity.

Co-Chief Executive Officer

300% of salary

Michael J. Cavanagh, on the same $2,600,962 salary in the 2025 table; his base rose to $2.75 million in January 2026 on the Co-CEO promotion.

Chief Legal Officer and Secretary

250% of salary

Thomas J. Reid, on a $1,976,731 salary, the second highest target multiple among the named executives.

Chief Financial Officer

200% of salary

Jason S. Armstrong, on a $2,080,769 salary, a higher salary than Reid but a lower bonus multiple.

Chief Communications Officer

150% of salary

Jennifer Khoury, on a $1,560,577 salary, the lowest target multiple disclosed.

Named-executive outcomes

Executive	Target	Paid	Attainment
Brian L. Roberts	$7,802,886	$8,583,175	110% of target
Michael J. Cavanagh	$7,802,886	$8,583,175	110% of target
Thomas J. Reid	$4,941,828	$5,436,010	110% of target
Jason S. Armstrong	$4,161,538	$4,577,693	110% of target
Jennifer Khoury	$2,340,866	$2,574,952	110% of target

Employee payout timing and history

For the wider workforce Comcast publishes no target percentages, no scorecard, no payout cadence and no 2023 to 2025 payout history. United States job postings commonly state that most non-sales employees are bonus eligible without specifying a rate. Every non-executive target in the table above is a research model and should not be quoted as a Comcast bonus target.

Sales and special incentives

Sales commissions, production incentives, theme-park operations bonuses and the executive annual bonus are structurally different plans inside the same company. A Comcast Business sales quota plan, an NBCUniversal production incentive and a Universal park operations bonus share no common design, and none of them are publicly documented.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

Comcast runs four live equity vehicles and two frozen legacy ones. Restricted stock units on a five-year schedule are the workforce award, three-year cliff-vesting performance share units are the executive award, two separate employee stock purchase plans cover the Comcast and NBCUniversal populations, and a Sharesave plan serves the United Kingdom and selected countries. More than 24,000 employees received a stock award in 2025 against roughly 179,000 full-time equivalents.

2023 Omnibus Equity Incentive Plan

Active — shareholder approved 2023, amended and restated 21 October 2025

Verified

Permits restricted stock units, performance share units, incentive and non-qualified options, stock appreciation rights and other awards. Option and appreciation-right exercise prices are generally at least fair market value. Vesting is set in the award agreement: employee awards generally run five years, senior-executive performance share units cliff vest after three.

Reserve: 188,574,542 shares available at 31 December 2025, an indicative $5.12 billion at $27.16

2026 proxy statement and the plan exhibit to the 2025 Form 10-K

Comcast 2002 Employee Stock Purchase Plan

Active — amended and restated 14 May 2024

Verified

A broad-based Section 423 plan for covered Comcast entities. Plan documents describe a 15 percent discounted purchase with a lookback, subject to tax-code and offering limits.

Reserve: 92,800,157 shares available at 31 December 2025, an indicative $2.52 billion

SEC plan exhibits and Comcast filings

Comcast-NBCUniversal 2011 Employee Stock Purchase Plan

Active — amended and restated 18 June 2025, authorisation increased by 10 million shares

Verified

A non-Section 423 plan running quarterly offerings that purchase at 85 percent of the lower of the beginning and ending fair market value, with a $25,000 annual purchase cap.

Reserve: 12,798,717 shares available at 31 December 2025, an indicative $347.61 million

SEC plan exhibits and Comcast filings

2019 Omnibus Sharesave Plan

Active — pool adjusted after the Versant separation

Verified

Tax-advantaged or local-law savings-linked share options in the United Kingdom and selected countries. Invitation terms vary by offering and are not a universal entitlement.

Reserve: 4,601,161 shares available at 31 December 2025, an indicative $124.97 million

2026 proxy statement equity-plan table

2003 Stock Option Plan and 2002 Restricted Stock Plan

Frozen — no new awards after the 2023 Omnibus Plan took effect

Verified

Legacy options, restricted stock units and performance share units. Outstanding awards continue on their original terms; no new grants are made.

Reserve: No shares available

2026 proxy statement and 2025 Form 10-K

The four live pools total 298,774,577 shares available for future issuance, an indicative $8.11 billion at the 26 August 2026 snapshot price of $27.16. That is a share count, not an accounting fair value and not an estimate of expected dilution.
The proxy separately reports 290,792,855 securities tied to outstanding options and rights, giving an outstanding-to-available ratio of about 0.973 times.
Pool utilisation is not derivable in a defensible form. Original authorisations, fungible share-counting rules, cancellations, forfeitures, the frozen legacy plans and the Versant spin adjustments all prevent a clean used-divided-by-original calculation from the summary tables.
Options are now residual rather than a live vehicle: 1 million were granted in 2025 at a $35.98 weighted exercise price against 204 million outstanding at $41.93, and virtually all outstanding options were net-settled at year end.

Equity plan reserves and 2025 award activity

298,774,577

Shares available across the four live plans

188,574,542 Omnibus, 92,800,157 under the 2002 ESPP, 12,798,717 under the 2011 ESPP and 4,601,161 Sharesave at 31 December 2025.

$8.11B

Indicative value of the available pools

At the 26 August 2026 snapshot price of $27.16. Not an accounting fair value and not a dilution estimate.

46M

Restricted stock units granted in 2025

Against 78 million unvested units carried at a $37.71 weighted average grant-date fair value.

$1.108B

2025 share-based compensation expense

Up from $1.069 billion in 2024 and $1.021 billion in 2023, with $2.1 billion unrecognised over a weighted average 1.5 years.

24,000+

Employees receiving a stock award in 2025

A lower-bound reach of about 13.4 percent of the roughly 179,000 full-time equivalents, not a clean eligibility rate.

0.973×

Outstanding rights against available shares

290,792,855 securities tied to outstanding options and rights against 298,774,577 available. This is a ratio, not a utilisation percentage.

Vesting — common reported employee schedule

Year 1

20%

+20% · annual tranche

Year 2

40%

+20% · annual tranche

Year 3

60%

+20% · annual tranche

Year 4

80%

+20% · annual tranche

Year 5

100%

+20% · annual tranche

The 2025 Form 10-K states that awards generally vest over five years, but Comcast does not publish the annual increments, so the ratable schedule shown here is an assumption rather than a disclosure. It matters commercially: a five-year schedule stretches the same grant-date value over 25 percent more time than the four-year schedule most technology peers use, which reduces the annualised value of an identical headline grant by about a fifth. Senior-executive performance share units run a separate three-year cliff.

Eligibility by hierarchy level

There is no published minimum eligible band, no grant matrix and no entitlement rule. The only quantitative anchor is the 24,000-plus employees who received an award in 2025.
Employee stock purchase access and discretionary award equity should never be combined into one figure. Purchase-plan access is employee-funded and can be broad, while restricted stock units and performance share units are employer-funded and discretionary.
Comcast states that an employee stock purchase plan is available in India to most eligible employees, while discretionary restricted stock unit grants there are explicitly not a universal entitlement.
Sharesave is invitation-based in participating jurisdictions and adjusts by offering, so a United Kingdom employee's equity access can look nothing like a United States colleague's in the same role.
Frontline and hourly populations are far more likely to reach the purchase plans than an annual grant, which is the practical difference between the two vehicles at Comcast.

Indicative annual grant value by band — Philadelphia

Band	Annual value (USD)	Median	Shares at $27.16
IC1 · Engineer 1 / Analyst 1	$450 – $750	$600	~17–28
IC2 · Engineer 2 / Analyst 2	$6K – $11K	$8K	~232–387
IC3 · Engineer 3 / Development Engineer 3	$12K – $20K	$16K	~431–718
IC4 · Engineer 4 / Senior Engineer	$13K – $21K	$17K	~464–773
IC5 · Engineer 5 / Principal Engineer / Architect 4	$26K – $43K	$35K	~958–1,597
IC6 · Architect 5 / Senior Principal	$85K – $142K	$113K	~3,127–5,212
IC7 · Distinguished Engineer	$78K – $130K	$104K	~2,870–4,784
IC8 · Fellow	$91K – $152K	$122K	~3,362–5,603
M1 · Supervisor / Team Lead	$6K – $10K	$8K	~228–380
M2 · Manager 1	$16K – $26K	$21K	~574–957
M3 · Senior Manager 1	$25K – $42K	$33K	~925–1,541
M4 · Manager 2 / Senior Manager 2	$37K – $62K	$50K	~1,372–2,287
M5 · Director 1	$46K – $77K	$61K	~1,696–2,826
M6 · Director 2 / Senior Director	$49K – $81K	$65K	~1,788–2,980
M7 · Executive Director	$55K – $92K	$74K	~2,043–3,405
M8 · Vice President	$44K – $73K	$58K	~1,602–2,669

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $27.16 reference price at 26 August 2026 snapshot and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Brian L. Roberts Chairman and Co-CEO	639,245 target units, 1,598,112 maximum, $23,473,076 grant-date fair value	Annual performance share unit grant, three-year cliff on return on invested capital and relative adjusted earnings-per-share growth with a total shareholder return modifier.
Michael J. Cavanagh Co-CEO	555,865 target units, 1,389,662 maximum, $20,411,363 grant-date fair value	Annual performance share unit grant on the same three-year design.
Michael J. Cavanagh Co-CEO — special promotion grant	1,257,234 target units, 3,143,085 maximum, $39,929,752 grant-date fair value	One-off promotion grant approved in December 2025 in connection with the Co-CEO appointment. It is roughly twice his annual grant and is the reason his 2025 reported total is an outlier.
Jason S. Armstrong Chief Financial Officer	264,040 target units, 660,100 maximum, $9,695,549 grant-date fair value	Annual performance share unit grant on the same three-year design.
Thomas J. Reid Chief Legal Officer and Secretary	190,385 target units, 475,962 maximum, $6,990,937 grant-date fair value	Annual performance share unit grant on the same three-year design.
Jennifer Khoury Chief Communications Officer	41,690 target units, 104,225 maximum, $1,530,857 grant-date fair value	Annual performance share unit grant on the same three-year design, roughly one fifteenth of the Co-CEO annual grant.

VerifiedThe most predictable value in a Comcast package is the purchase plan rather than any grant. The Comcast-NBCUniversal 2011 plan runs quarterly offerings that buy at 85 percent of the lower of the beginning and ending fair market value with a $25,000 annual purchase cap, so a fully participating employee captures at least a 17.6 percent return on the amount purchased before any share-price movement. The 2002 Section 423 plan covers Comcast entities on comparable discounted terms. Both are employee-funded: they cost Comcast almost nothing and are the only equity most of the workforce will ever touch.

Benchmark your equity

Executive Compensation

Comcast has had two chief executives since 2 January 2026. Brian L. Roberts remains Chairman and Co-CEO and is the executive used for the pay ratio; Michael J. Cavanagh, President in the 2025 table, became Co-CEO in January 2026 and his 2025 reported total is inflated by a special promotion grant that will not repeat.

CEO total — Brian L. Roberts

$35.15M

Stock awards are 66.8% of the reported total; salary 7% and non-equity incentive 24%

24%

67%

Salary $2.60M

Incentive $8.58M

Equity $23.47M

Salary$2,600,962

Non-equity incentive plan compensation$8,583,175

Stock awards at grant-date fair value$23,473,076

All other compensation$491,200

Reported total$35,148,413

Reading the package

Salary is 7.4 percent of Roberts' reported total, the annual cash bonus 24.4 percent, stock awards 66.8 percent and all other compensation 1.4 percent. The stock figure is a grant-date accounting value on units that cliff vest after three years against return on invested capital and relative adjusted earnings-per-share growth, not cash received. Cavanagh's mix is more extreme still: his $60.34 million of stock awards is 84.1 percent of his reported total, and two thirds of that is the one-off promotion grant.

CEO-to-median-employee ratio

381:1

Median employee $92,390 · Roberts' adjusted 2025 total of about $35.15 million against a $92,390 median employee, computed under SEC methodology. The statistical population Comcast used includes part-time, seasonal and temporary workers, and SEC rules permit certain non-United States exclusions, so the ratio is not directly comparable with a company whose workforce is mostly salaried and mostly domestic..

Peer CEO comparison

Comcast · Brian L. Roberts · 2025$35.15M

2026 proxy statement Summary Compensation Table

Comcast · Michael J. Cavanagh · 2025$71.76M

2026 proxy statement; includes the $39.93 million special promotion grant

The Walt Disney Company · Robert A. Iger · 2025$45.84M

Disney 2026 proxy statement

Verizon · Daniel Schulman · 2025$34.31M

Verizon 2026 proxy statement; prorated new-CEO compensation including equity

Verizon · Hans Vestberg · 2025$31.18M

Verizon 2026 proxy statement; CEO through 3 October 2025

AT&T · John Stankey · 2025$29.91M

AT&T 2026 proxy statement

Charter Communications · Christopher Winfrey · 2025$6.47M

Charter 2026 proxy statement; no new annual equity grant in 2025

Roberts' $35.15 million sits above AT&T and Verizon and below Disney for the same year, which is roughly where a company of Comcast's revenue would be expected to land. The two outliers cut in opposite directions and both are timing artefacts: Cavanagh's $71.76 million carries a special promotion grant, and Winfrey's $6.47 million reflects Charter's decision to make no new annual equity grant in 2025 because of earlier multi-year awards. Neither is a run-rate, and neither should be used in a single-year comparison without adjustment.

Named Executive Officers & Board

Only five executives are disclosed. Business-unit presidents, segment heads and regional leaders are invisible unless they qualify as SEC named executives, which none of them did for 2025.

Brian L. Roberts · Chairman and Co-Chief Executive Officer$35.15M

Salary $2.60M · Cash incentive $8.58M · Stock $23.47M · Other $491K · Equity 66.8%

Michael J. Cavanagh · Co-Chief Executive Officer from 2 January 2026; President in the 2025 table$71.76M

Salary $2.60M · Cash incentive $8.58M · Stock $60.34M · Other $231K · Equity 84.1%

Jason S. Armstrong · Chief Financial Officer$16.38M

Salary $2.08M · Cash incentive $4.58M · Stock $9.70M · Other $22K · Equity 59.2%

Thomas J. Reid · Chief Legal Officer and Secretary$14.41M

Salary $1.98M · Cash incentive $5.44M · Stock $6.99M · Other $10K · Equity 48.5%

Jennifer Khoury · Chief Communications Officer$5.68M

Salary $1.56M · Cash incentive $2.57M · Stock $1.53M · Other $10K · Equity 27%

The 2025 named-executive population is unusually stable in cash and unusually volatile in equity. All five were paid at exactly 110 percent of bonus target because the scorecard is a single enterprise result. Salary differences are modest, from $1.56 million to $2.60 million. Equity is where the spread opens: Khoury's $1.53 million annual grant is roughly one fifteenth of Roberts' $23.47 million, and Cavanagh's promotion grant alone exceeded the combined annual grants of Armstrong, Reid and Khoury.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$120,000	Paid to every non-employee director.
Annual stock grant	~$240,000	Increased in October 2025. Every 2025 director row shows exactly $240,016 of stock.
Committee member fee	$15,000	Per committee membership, which is what separates the $375,016 rows from the rest.
Committee chair fee	$40,000	Jeffrey A. Honickman was the highest-paid director at $415,016, on $175,000 of cash.
Share ownership requirement	5× cash retainer	Directors must hold Comcast shares worth five times the cash retainer within five years.
2025 reported range	$375,016 to $415,016	Nine directors disclosed. Kenneth J. Bacon and Edward D. Breen were each at $400,016.

The director programme is a governance package rather than an employment band and is excluded from the range chart. The uniform $240,016 stock figure across all nine directors is the clearest single piece of evidence that Comcast sets director equity by dollar value rather than share count.

Regional heads and other officers

Regional-head compensation is not separately disclosed unless the individual is an SEC named executive officer. That leaves the entire Sky, NBCUniversal and Connectivity and Platforms leadership layer outside public view, apart from occasional Section 16 share filings. Cavanagh's base salary rose to $2.75 million effective January 2026, the only forward-looking officer pay figure in the filings.

Insider Trades — SEC Forms 3/4/5

Comcast is Nasdaq-listed and reports under United States rules, so the relevant records are SEC Forms 3, 4 and 5 and Schedules 13D and 13G. Vesting settlements, tax withholdings and charitable gifts should not be read as bearish sales.

Date	Person	Transaction	Shares	Price	Value
2026-02-03	Asuka Nakahara Director	Sale Open-market sale by a non-employee director.	8,275	$29.70	$246K
2026-02-11	Michael J. Cavanagh Co-Chief Executive Officer	Exercise Option exercise across direct and trust holdings, the largest insider transaction in the reviewed period.	736,238	$28.38	$20.89M
2026-02-11	Michael J. Cavanagh trust Related trust	Sale Open-market sale by a related trust on the same day as the option exercise.	57,947	$32.66	$1.89M
2026-03-01	Brian L. Roberts Chairman and Co-Chief Executive Officer	Settlement Stock-unit vest and acquisition reported at a zero-dollar transaction code; non-cash.	45,578	—	$0
2026-03-05	Jason S. Armstrong Chief Financial Officer	Exercise Option exercise at the same weighted price as the February executive exercises.	73,497	$28.38	$2.09M
2026-03-05	Jason S. Armstrong Chief Financial Officer	Sale Small open-market sale on the same day as the exercise.	4,494	$31.73	$143K
2026-08-05	Brian L. Roberts Chairman and Co-Chief Executive Officer	Gift Charitable or family transfer reported at a zero-dollar code; no cash proceeds.	204,100	—	$0
2026-08-17	Edward D. Breen Lead independent director	Gift Charitable or family transfer reported at a zero-dollar code; no cash proceeds.	62,440	—	$0

Reading guide

Exercises dominate the recordThe two largest transactions in the period are option exercises by Cavanagh and Armstrong at about $28.38, against a $27.16 August snapshot price. Comcast granted only 1 million new options in 2025, so this is a legacy overhang being worked off rather than a live vehicle.

Gifts are not salesRoberts transferred 204,100 shares and Breen 62,440 shares in August 2026 at zero-dollar transaction codes. These are charitable or family transfers with no proceeds and no market impact.

Vesting settlements are automaticRoberts' 45,578-share acquisition on 1 March 2026 is a scheduled stock-unit vest, not a discretionary purchase.

Indian market rules do not applyNo BSE, NSE, SEBI or takeover-code filings exist for Comcast. Beneficial ownership and voting control should be assessed through the proxy and SEC beneficial-ownership filings instead.

Benchmark your package

Benefits & Perks

Benefit evidence at Comcast is far stronger than pay evidence in the United States, India and the United Kingdom, and thin to non-existent everywhere else. Provider names, premium splits, dependent coverage, leave-day schedules and employer contribution percentages are usually employee-group specific, so the controlling documents are the offer, the summary plan description, the local handbook and statutory rules.

United States

Health — Medical, dental and vision. Plan options with virtual primary care and care navigation. Plan design and premium share vary by employee group and are not published. [official]
Retirement — 401(k) with company match. Comcast confirms a company match without publishing the formula. Secondary employer-verified sources describe dollar-for-dollar matching up to 6 percent of pay with a two-year cliff on the company portion; confirm against the current summary plan description. [reported]
Insurance — Life, disability and savings accounts. Life insurance, short-term and long-term disability, health and flexible spending accounts. Eligibility and levels vary by employee group. [official]
Time off — Paid time off and family support. Paid time off and family-planning support vary by employee group; Comcast publishes no universal accrual schedule or parental-leave duration. [npd]
Education — Tuition assistance. Available to eligible full-time employees. The annual cap and approved-programme list are not published. [official]
Equity — Employee stock purchase plan access. The 2002 Section 423 plan for covered Comcast entities and the 2011 non-423 plan for NBCUniversal, plus discretionary annual equity for a meaningful minority of employees. [official]
Wellbeing — Emotional wellbeing tools and employee assistance. Mental-health resources and an employee assistance programme. [official]

Global programs

Learning — Classroom, online and on-the-job programmes. Available across the portfolio, with United States tuition assistance for eligible full-time employees. [official]
Wellbeing — Employee assistance and virtual care. An employee assistance programme, mental-health resources, virtual care and family-planning support. [official]
Mobility — Internal movement across the portfolio. Movement between Connectivity and Platforms, NBCUniversal, Sky and the theme parks exists, but no universal rotation or sabbatical policy was found. [official]
Working pattern — Hybrid and remote arrangements. Role and location specific. No single global remote-work entitlement is publicly disclosed. [npd]
Community — Employee resource groups. Nine United States employee resource groups had more than 36,000 members across 240 chapters as of the 2025 Form 10-K. [official]

Benefit fields not publicly quantified

Provider names, exact insurance premiums, dependent coverage, leave-day schedules and employer contribution percentages are frequently employee-group specific and are not publicly disclosed. The controlling documents in every market are the offer letter, the summary plan description, the local handbook and statutory rules. The regional split here follows the twelve countries the source bundle documents separately, which is also the split along which Comcast's benefit design genuinely diverges.

Performance Review & Pay Progression

Comcast publishes nothing about how it rates or promotes its workforce. There is no public rating scale, no distribution rule, no review calendar and no increase matrix, so this section is largely a record of what is not disclosed.

Not publicly disclosed

Rating scale and labels are not publicly disclosed for the enterprise workforce.

Whether a bell curve or forced ranking applies is not publicly disclosed.

No universal global review calendar was found. Low-confidence Chennai reports point to a March decision with April effect, and United States anonymous reports frequently describe a year-end review with spring payment; neither is an authoritative policy statement.

Probation and confirmation periods are local-contract specific with no global public standard.

No company-wide 2025 or 2026 salary increase percentage, effective date or off-cycle market correction programme was found in any public source.

Attrition is not publicly disclosed in any comparable quarterly or trailing-twelve-month form.

Campus offer revisions and joining-date deferrals are not publicly disclosed; no verified Comcast-wide programme was found.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
IC1 · Engineer 1 / Analyst 1	2 to 3 years	Not disclosed	Modeled planning interval
IC2 · Engineer 2 / Analyst 2	2 to 3 years	Not disclosed	Modeled planning interval
IC3 · Engineer 3 / Development Engineer 3	2 to 3 years	Not disclosed	Modeled planning interval
IC4 · Engineer 4 / Senior Engineer	3 to 5 years	Not disclosed	Modeled planning interval
IC5 · Engineer 5 / Principal Engineer / Architect 4	3 to 5 years	Not disclosed	Modeled planning interval
IC6 · Architect 5 / Senior Principal	3 to 5 years	Not disclosed	Modeled planning interval
IC7 · Distinguished Engineer	4 to 7 years	Not disclosed	Modeled planning interval
IC8 · Fellow	4 to 7 years	Not disclosed	Modeled planning interval
M1 · Supervisor / Team Lead	2 to 3 years	Not disclosed	Modeled planning interval
M2 · Manager 1	3 to 5 years	Not disclosed	Modeled planning interval
M3 · Senior Manager 1	3 to 5 years	Not disclosed	Modeled planning interval
M4 · Manager 2 / Senior Manager 2	3 to 5 years	Not disclosed	Modeled planning interval
M5 · Director 1	4 to 7 years	Not disclosed	Modeled planning interval
M6 · Director 2 / Senior Director	4 to 7 years	Not disclosed	Modeled planning interval
M7 · Executive Director	4 to 7 years	Not disclosed	Modeled planning interval
M8 · Vice President	5 or more years	Not disclosed	Modeled planning interval

The modelled promotion interval is 2 to 3 years in early career, 3 to 5 years for senior individual contributors and managers and 4 to 7 years at director level and above. Actual progression depends on role, vacancy and performance, and the September 2025 Connectivity and Platforms restructuring reportedly removed a management layer, which mechanically lengthens the director-level interval wherever it applied.

Pay progression evidence

Anonymous United States reports cluster non-promotion increases around 1 to 3 percent, while India reports often cite 8 to 12 percent. Modelled promotion increases are 8 to 15 percent early and mid-career and 10 to 20 percent at manager and director level, with more on a major scope change. None of this is policy, all of it moves with market and inflation conditions, and Comcast does not publish a controlled study of internal versus external hire pay, so the widely assumed lateral-hire premium remains a hypothesis rather than a measured gap.

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H-1B / LCA Visa Footprint — United States

Comcast Cable Communications is a substantial but not enormous H-1B sponsor, concentrated in Pennsylvania engineering roles and with an approval rate close to 99 percent. Labour condition application wages are base salary only and exclude bonus, equity and benefits.

FY2025 certified applications

630

From 715 filed, with 3 denied, 7 withdrawn and 75 certified then withdrawn.

FY2025 approval rate

98.62%

571 I-129 approvals against 8 denials. Through 18 August 2026 the FY2026 rate was 99.52 percent on 209 approvals and one denial.

2025 median wage

$131,685

Dataset-reported median across 589 public salary records for Comcast Cable Communications.

FY2025 average offered wage

$146,127

Against a $120,781 average prevailing wage, a premium of about 21 percent over the prevailing floor.

Records below $100,000

24.79%

Against 46.35 percent between $100,000 and $150,000, 27.33 percent between $150,000 and $200,000 and 1.53 percent above $200,000.

Largest worksite

Philadelphia

820 historical worksite records, roughly five times the next largest at West Chester.

Dataset summary

Dataset	Result	Interpretation
H1BData.info, Comcast Cable Communications LLC, 2025	589 salary records with a $131,685 median	The quartiles here are calculated from the sorted public record set where it supports them; the adjacent records around the lower quartile are $92,435 and $94,578.
MyVisaJobs employer profile, updated 18 August 2026	715 FY2025 applications, 630 certified, 571 I-129 approvals	Also the source for the average offered and prevailing wages, the top worksites and the most common sponsored titles.
MyVisaJobs FY2026 partial year	354 applications through 18 August 2026	The certified split is not published on the summary page. Approvals stood at 209 against a single denial.

City-level H-1B wage history

City	P25	Median	P75	Records
Philadelphia, PA Headquarters market and the anchor city for this entire report.	$88K	$125,248	$153K	820
West Chester, PA A secondary Pennsylvania engineering site that pays slightly above Philadelphia at the median.	$88K	$129,107	$152K	164
Englewood / Centennial, CO The Denver-area technology and network operations concentration.	$95K	$135,456	$162K	128
Mount Laurel, NJ A small site with an unusually high median relative to its lower quartile.	$88K	$148,512	$153K	77
Reston, VA The highest lower quartile outside California, reflecting a senior-weighted role mix.	$101K	$150,051	$174K	68
Sunnyvale, CA The highest-paid Comcast worksite and the narrowest quartile spread, a small senior engineering population.	$146K	$172,872	$180K	56
New York, NY The widest quartile spread of any worksite, consistent with a mixed media, product and engineering population.	$124K	$179,631	$205K	35
Washington, DC A small policy and technology presence priced between Philadelphia and Reston.	$97K	$139,880	$168K	29

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Title	Worksite	Proffered wage	Notes
Engineer 4, Software Development and Engineering	Multiple United States worksites	$153,400 IC4 anchor	221 accumulated filings, the single most sponsored Comcast title. The wage shown is this report's Philadelphia IC4 anchor base; per-title wage medians are not published.
Engineer 3	Multiple United States worksites	$125,400 IC3 anchor	190 accumulated filings. The 2025 national dataset median of $131,685 sits close to this level, which is why IC3 carries the strongest wage evidence in the ladder.
Manager 1	Multiple United States worksites	$152,000 M2 anchor	59 accumulated filings. Sponsoring at manager level is unusual; most large sponsors file almost exclusively for individual contributors.
Engineer 5	Multiple United States worksites	$186,600 IC5 anchor	49 accumulated filings, the most senior technical designation appearing in volume in the visa record.
Engineer 4, Product Development Engineering	Multiple United States worksites	$153,400 IC4 anchor	32 accumulated filings under a separate product-engineering designation at the same normalised level as the software Engineer 4.

Reading the data correctly

Labour condition application wages are base salary only. They exclude the target bonus, any restricted stock unit grant and all benefits, so they understate a Comcast package by roughly 4 percent at Engineer 1 and roughly 20 percent at Engineer 5.
Applications are not hires. One worker can generate several filings, and a certified application does not guarantee that an I-129 petition follows or is approved.
The worksite counts in the city table are historical profile totals rather than FY2025-only petition counts, so they measure cumulative sponsorship depth rather than current-year activity.
City quartiles are exact only where the sorted public record set supports them. Elsewhere they are modelled from the observed records and labelled as such in the source bundle.
All of this covers Comcast Cable Communications LLC. NBCUniversal, Sky and the theme-park entities file separately and are not captured in these totals.

Compare onsite vs offshore

Key Nuances & Insights

01There is no Comcast pay band, only Comcast job titles

Postings and immigration filings expose Engineer 3, Engineer 4, Engineer 5, Architect 4, Architect 5, Manager 1, Manager 2 and Director 2 as real designations, and India adds Development Engineer 1 through 4. What does not exist anywhere in public is a grade matrix tying those designations to a range. Anyone quoting a Comcast band is quoting a reconstruction.

02Five-year vesting is the most underrated term in the offer

The 10-K says employee awards generally vest over five years. Most technology peers use four. The same headline grant is therefore worth about a fifth less per year at Comcast, and the difference compounds against a departure date: leave at year three and a four-year schedule has delivered 75 percent of the grant while a five-year one has delivered 60 percent.

03Equity reaches roughly one employee in eight

More than 24,000 employees received a stock award in 2025 against roughly 179,000 full-time equivalents. That is a lower-bound reach of about 13.4 percent. For the other seven eighths of the company, the employee stock purchase plans are the only equity that will ever apply.

04The purchase plan is worth more than most grants

The Comcast-NBCUniversal 2011 plan buys at 85 percent of the lower of the beginning and ending price with a $25,000 annual cap, a guaranteed 17.6 percent return on the purchased amount before any share-price movement. For an employee at Engineer 2 with a modelled $8,400 annual grant, fully using the purchase plan is worth more than the grant and carries none of the vesting risk.

05The bonus scorecard is one number applied to everyone at the top

All five 2025 named executives were paid at exactly 110 percent of target because the plan scores a single enterprise result rather than five individual assessments. That removes individual discretion at the officer level and makes the executive bonus a pure function of adjusted EBITDA, free cash flow and revenue attainment.

06Cavanagh's headline number is a one-off, and the size tells you the retention risk

His $71.76 million 2025 total includes a $39.93 million special promotion performance share grant approved in December 2025, roughly twice his $20.41 million annual grant and more than the combined annual grants of the chief financial officer, chief legal officer and chief communications officer. A grant that size on a Co-CEO appointment is a retention instrument ahead of the proposed separation, not a run-rate.

07The 381 to 1 ratio is not comparable with a technology peer

The $92,390 median comes from a statistical population that includes part-time, seasonal and temporary workers, which a software company's median does not. Comcast's field technicians, call-centre agents and theme-park operations staff pull the median down, so the ratio measures workforce composition as much as executive pay.

08Offshore compression is real and steep

Chennai runs at about 0.14 times the Philadelphia anchor at Engineer 1 and about 0.53 times at Vice President, and Pasig follows the same curve. The gap narrows because the pay model dampens the location effect as scope becomes enterprise-wide, not because Indian junior engineers are catching up. A senior offshore package is a fundamentally different negotiation from a junior one.

09The United Kingdom has the widest intra-country spread of any Comcast market

London at 0.58 times and Osterley at 0.56 times against Leeds at 0.47 times and Livingston at 0.43 times means the same Sky role can pay a third less an hour's train ride away. No United States market shows a comparable internal spread.

10Sky employees have benefits Comcast United States employees cannot get

Employer pension contributions of up to 9 percent, Sharesave, and free or discounted Sky and NOW services have no United States counterpart, just as the 401(k) match and the Section 423 purchase plan have no United Kingdom counterpart. Comparing gross cash between the two populations without adjusting for this understates the Sky package.

11Options are a legacy overhang, not a live vehicle

Comcast granted 1 million options in 2025 at a $35.98 weighted exercise price against 204 million outstanding at $41.93, and virtually all outstanding options were net-settled at year end. The largest insider transactions in 2026 are Cavanagh's 736,238-share and Armstrong's 73,497-share exercises, both at about $28.38, which is the tail of that overhang rather than new grant activity.

12The portfolio is four labour markets wearing one logo

Cable network engineering, NBCUniversal media production, Sky in the United Kingdom and Italy, and Universal theme-park operations have different labour markets, incentive designs, union and works-council contexts and title conventions. A single Comcast salary figure averages across populations that do not compete for the same people.

132026 breaks the comparability of every figure here

Versant separated on 2 January 2026, Sky Deutschland was sold on 31 May 2026 and a Comcast and NBCUniversal separation was proposed on 29 June 2026 with Michael Angelakis to lead Comcast and Cavanagh NBCUniversal. Every headcount, revenue and pay-ratio figure in this report predates all three, and none has been restated.

14The lateral versus internal gap is assumed, not measured

Anonymous reports describe external-hire premiums and market corrections, but Comcast publishes no controlled internal-versus-lateral pay study, no company-wide increase percentage and no off-cycle correction programme. Treat the premium as a risk hypothesis worth testing in negotiation rather than a verified number.

Research control

On chief executive pay Comcast sits mid-pack among its disclosed peers: Roberts' $35.15 million is above AT&T's $29.91 million and Verizon's $31.18 million and below Disney's $45.84 million, while Charter's $6.47 million is depressed by award timing rather than by policy. On employee pay the comparison is harder, because Comcast's ladder is anchored well below the large platform companies at every technical level, and the peer mapping in the band table describes scope rather than money. Against a Google or Microsoft equivalent, a Comcast Engineer 4 carries similar responsibility on a materially smaller package, and the gap is widest in equity.

Evidence classification

Label	Meaning	Examples and permitted use
official	A Comcast filing, official benefit page, government rule or official job posting.	Quote directly. Covers the named-executive tables, the pay ratio, the director programme, equity-plan share counts, benefit pages and statutory rules.
reported	Employee-submitted pay, an H-1B labour condition application wage or a third-party salary record.	Use as a market observation and check the sample size. Strongest at Engineer 3 through Engineer 5 and Manager 1, weakest above Executive Director.
modeled	The Philadelphia anchor multiplied by a city calibration factor and the 26 August 2026 foreign-exchange snapshot, inside a planning envelope.	Treat as an orientation range, never as a quote. Every offshore cell and every band above Executive Director falls here.
npd	Not publicly disclosed in any reviewed source.	Read as a genuine absence of evidence rather than a zero. Comcast discloses far less about workforce pay than about executive pay.

Explicit “Not publicly disclosed” index

An enterprise band or grade codebook, in any form.

Salary low, median and high for any employee band in any country.

A universal equity eligibility threshold or a grant matrix by level.

Wider-workforce variable pay targets, scorecards, payout cadence and 2023 to 2025 payout history.

The performance rating scale, its labels and any distribution rule.

Company-wide annual increase percentage, effective date and attrition rate.

City-level headcount anywhere in the world, including at the Chennai and Pasig centres.

Regional and business-unit head compensation, unless the individual is an SEC named executive.

Defensible equity pool utilisation, which the fungible counting rules and Versant spin adjustments prevent.

Post-Versant restated headcount and revenue on a comparable annual basis.

Known gaps and diligence before relying on a cell

1The frontline and hourly population is deliberately excluded from the band table. It is Comcast's largest employee group, but its pay is set against local statutory floors and collective arrangements rather than a corporate grade, and it moves in the opposite direction to the professional bands across markets. The source bundle applies the same city multiplier to it as to engineers, which produces a London frontline base below the United Kingdom statutory minimum wage. Rather than reproduce that, this report carries the population in the career-levels and news sections and in the $92,390 median employee figure only.
2Senior Vice President, Executive Vice President, business president and named-executive rows are also excluded from the band table. Above Vice President the source model produces a single worldwide figure that is identical in every city table, which would force every location factor toward 1.0 at the top and generate absurd offshore cells. Those layers are carried in the executive and career-levels sections instead.
3The location model interpolates linearly between a junior factor and a senior factor, but the underlying compression curve is convex: the source holds the offshore factor flat through the first four technical levels before it rises. Mid-ladder offshore cells here therefore read about a quarter above the source's own figures at Engineer 3, Engineer 4 and Manager 1, and match it closely at Engineer 1, Fellow, Director 2 and above.
4Equity in every band row is a residual derived from the source's published band total, so the components reconcile. At Architect 5 that residual is about $113,000 against the source's own $40,000 to $100,000 modelled grant range, and at Vice President it is $58,000 against a $150,000 to $500,000 range. Both are internal inconsistencies in the source bundle, not corrections applied here.
5No employer benefit load, pension contribution or payroll tax is included in any total compensation cell. Where a source computes total reward including such a load, that is employer cost rather than pay and has been stripped.
6The 401(k) match formula of dollar for dollar up to 6 percent with a two-year cliff comes from secondary employer-verified reporting rather than a Comcast document, and is the largest single United States benefit figure in this report that lacks a primary source.
7Bangalore and Auckland are market comparators with no verified major Comcast site, and Munich is a legacy comparator after the 31 May 2026 Sky Deutschland disposal. All three are retained for coverage and labelled in the footprint table, but none should be read as a Comcast pay range.
8Every headcount, revenue and pay-ratio figure predates the Versant separation completed on 2 January 2026, and none has been restated on a comparable annual basis. The proposed Comcast and NBCUniversal separation announced on 29 June 2026 will break comparability again.
9Comcast discloses no geographic revenue split usable for pay benchmarking, so no regional revenue panel is shown.
10The share price of $27.16 and the foreign-exchange rates are a single 26 August 2026 snapshot used for presentation, not transaction rates, and every local-currency figure moves with them.

FX rates used — 1 USD equals, snapshot 2026-08-26

95.3

INR

0.73358

GBP

1.397

AUD

0.85749

EUR

1.2695

SGD

159.235

JPY

1.6793

NZD

3.6725

AED

61.6995

PHP

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 20 sources

A1	Comcast 2026 Proxy Statement (DEF 14A) · Comcast Corporation via SEC EDGAR · Filed 24 April 2026. Executive pay, bonus design and outcomes, performance share unit grants, pay ratio, equity-plan pools and non-employee director compensation.
A2	Comcast 2025 Annual Report on Form 10-K · Comcast Corporation via SEC EDGAR · Filed 3 February 2026. 179,000 full-time equivalents, global footprint, revenue, share-based compensation expense, grant and vesting activity, 24,000-plus award recipients and employee resource groups.
A3	2023 Omnibus Equity Incentive Plan, amended and restated · Comcast Corporation, SEC exhibit · 21 October 2025. Permitted award types, exercise pricing and plan administration.
A4	Comcast 2002 and Comcast-NBCUniversal 2011 employee stock purchase plans · Comcast Corporation, SEC exhibits · Amended 14 May 2024 and 18 June 2025. The 15 percent lookback mechanics, quarterly offerings, the $25,000 annual purchase cap and entity scope.
A5	Comcast Non-Employee Director Compensation Plan · Comcast Corporation, SEC exhibit to the 2026 proxy · 2026. Retainers, stock awards, committee fees and the share ownership requirement.
A6-A10	SEC Forms 4 for Nakahara, Cavanagh, Roberts, Armstrong and Breen · SEC EDGAR · February to August 2026. Insider sales, option exercises, stock-unit settlements and charitable gifts.
A11-A14	AT&T, Verizon, Charter and Disney 2026 proxy statements · SEC EDGAR · 2026. 2025 peer chief executive compensation totals and the Charter award-timing context.
A15	Comcast press release on the proposed Comcast and NBCUniversal separation · Comcast investor relations · 29 June 2026. The proposed transaction and the planned leadership split between Michael Angelakis and Michael Cavanagh.
A16	Sky Deutschland transaction completion announcement · Company announcement · 31 May 2026. Germany's move to legacy transition status.
A17	Versant separation completion announcement · Comcast and Versant · 2 January 2026. Spin completion and the start of Cavanagh's Co-CEO tenure.
B1-B2	Levels.fyi Comcast software engineering, management and product ladders · Levels.fyi · August 2026. United States level and total-compensation anchors from Engineer 1 through Executive Director.
B3	Comcast current job postings · jobs.comcast.com · August 2026. Location-specific base ranges under state pay-transparency rules, experience requirements and bonus-eligibility language.
B4	Comcast India Engineering Center careers material · Comcast · August 2026. Chennai hub status, functions served and the official India benefit list.
B5	Levels.fyi, Glassdoor and 6figr India records · Salary aggregators, employee-reported · August 2026. India compensation anchors underpinning the Chennai calibration.
B7	Sky, Levels.fyi, Glassdoor and Indeed United Kingdom records · Company materials and salary aggregators · August 2026. United Kingdom compensation anchors and the Sky pension, medical and Sharesave benefit terms.
B8	Fair Work Ombudsman, Australian Taxation Office and Services Australia · Government of Australia · 2025 and 2026 rules. The 12 percent superannuation guarantee, four weeks annual leave and the 2026 Paid Parental Leave entitlement.
B10	MyVisaJobs employer profile for Comcast Cable Communications · MyVisaJobs · Updated 18 August 2026. Application counts, USCIS outcomes, average offered and prevailing wages, top worksites and most common sponsored titles.
B11	H1BData.info Comcast Cable Communications 2025 record set · H1BData.info · 2025 filings. 589 salary records, the $131,685 median, the quartiles and the wage distribution buckets.
N1	Reuters and industry reporting on the Connectivity and Platforms restructuring · Reuters · 19 September 2025. The reported removal of a management layer and job reductions beginning in 2026.
M1	Market price and foreign-exchange snapshot · Market data including European Central Bank reference rates · 26 August 2026. The $27.16 share price and every currency conversion in this report.

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Recent News & Workforce Trend

Three structural transactions inside eighteen months have reshaped who Comcast employs and how its leadership is paid. Every workforce and revenue figure below precedes the first of them.

Not restated

31 December 2023 employees

Comcast does not publish a comparable multi-year full-time equivalent series in the reviewed filings.

~182,000

31 December 2024 employees

The prior-year comparative, pre-Versant and pre-Sky Deutschland disposal.

~179,000

31 December 2025 employees

Down roughly 1.6 percent year on year, with about 30 percent of the workforce outside the United States across more than 30 countries.

Not disclosed

2026 to date employees

Post-Versant headcount has not been restated in a comparable annual filing, and the Sky Deutschland disposal completed in May 2026.

Comcast discloses no attrition rate, no company-wide salary increase percentage and no city-level headcount, and reports no company-wide pay freeze or salary cut. The only workforce reduction with a public source is the September 2025 Connectivity and Platforms restructuring, which Comcast has not quantified. The roughly 3,000-person year-on-year decline is therefore the only measurable workforce signal in the filings.

29 Jun 2026

Comcast proposes separating Comcast and NBCUniversal

The planned transaction would put Michael Angelakis in charge of Comcast and Michael Cavanagh in charge of NBCUniversal after completion. It creates two separate peer sets, leadership structures and equity vehicles, and rebaselines retention awards and future grants for the entire officer population.

Comcast investor relations press release

31 May 2026

Sky Deutschland sale completes

Germany moves to legacy status for Comcast compensation modelling. Munich and Unterföhring employees are now with a successor employer, and their benefit terms should be confirmed there rather than against Comcast material.

Company transaction completion announcement

5 Mar 2026

Chief Financial Officer exercises 73,497 options

Jason S. Armstrong exercised at about $28.38 and sold 4,494 shares at about $31.73 on the same day. The exercise price is consistent with the legacy option overhang rather than any recent grant.

SEC Form 4

11 Feb 2026

Cavanagh exercises 736,238 options worth about $20.9 million

The largest insider transaction in the reviewed period, across direct and trust holdings at about $28.38, with a related trust selling 57,947 shares at about $32.66 the same day.

SEC Form 4

2 Jan 2026

Versant separation completes and Cavanagh becomes Co-CEO

Comcast moves to a two-chief-executive structure with Brian L. Roberts as Chairman and Co-CEO. Cavanagh's base salary rises to $2.75 million. The 2025 workforce and revenue figures in every filing are pre-Versant and have not been restated.

Comcast and Versant separation announcement

19 Dec 2025

Cavanagh promotion package includes a $39.93 million special grant

The special performance share unit grant of 1,257,234 target units, with a 3,143,085 maximum, was approved in December 2025 in addition to his $20.41 million annual grant. It is the single largest equity award in the 2025 proxy and the reason his reported total reaches $71.76 million.

2026 proxy statement

19 Sep 2025

Connectivity and Platforms management restructuring reported

Reporting indicated the removal of a management layer and job reductions beginning in 2026. Comcast did not publicly quantify the affected headcount or the savings, so the effect on the director and senior manager population is unmeasured.

Reuters and industry reporting

18 Jun 2025

2011 employee stock purchase plan amended and expanded

The Comcast-NBCUniversal plan's share authorisation increased by 10 million shares, leaving 12,798,717 available at year end. It is the vehicle covering the NBCUniversal employee population.

SEC plan exhibit

21 Oct 2025

2023 Omnibus Equity Incentive Plan amended and restated

The main award vehicle was amended and restated, and carried 188,574,542 shares available at 31 December 2025, an indicative $5.12 billion at the August 2026 snapshot price.

SEC plan exhibit to the 2025 Form 10-K

1 Oct 2025

Non-employee director stock grant increased to about $240,000

Every one of the nine disclosed directors shows exactly $240,016 of stock for 2025, on top of a $120,000 cash retainer, $15,000 committee-member fees and $40,000 committee-chair fees.

2026 proxy statement

3 Feb 2026

Director Asuka Nakahara sells 8,275 shares

An open-market sale at about $29.70 for $245,768, the only non-executive open-market sale in the reviewed period.

SEC Form 4

17 Aug 2026

Roberts and Breen make large share gifts

Brian L. Roberts transferred 204,100 shares on 5 August 2026 and Edward D. Breen 62,440 shares on 17 August 2026, both at zero-dollar transaction codes with no cash proceeds.

SEC Forms 4

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