In early 2026, Apple Inc. published its annual proxy statement for fiscal year 2025, a regulatory filing that provides a transparent breakdown of how the company compensated its top executives. These filings are required by the U.S. Securities and Exchange Commission and offer shareholders and the public insight into executive pay—something that has increasingly drawn scrutiny as compensation packages continue to swell among major tech companies.
For Apple, a company that has sustained its position as one of the world’s most valuable and profitable technology firms, executive compensation reflects both leadership continuity and performance‑linked incentives. In 2025, three key figures—CEO Tim Cook, CFO Kevan Parekh, and COO Sabih Khan—earned compensation packages worth tens of millions of dollars. These figures highlight not just individual reward but also the broader philosophy behind compensation at Apple.
Tim Cook’s 2025 Compensation
Apple CEO Tim Cook once again led the pack in 2025 with a total reported compensation of approximately $74.3 million.
Breakdown of Cook’s total compensation includes:
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Base salary: $3 million (unchanged since 2016)
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Stock awards: $57.5 million
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Non‑equity incentive compensation: $12 million
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Other compensation: $1.76 million
Stock awards and performance‑based cash incentives constituted the lion’s share of his package, reflecting the company’s focus on long‑term shareholder alignment. The “other compensation” category covered benefits such as contributions to retirement plans, life insurance premiums, and security costs, as well as travel allowances—including the use of private aircraft required by the Apple Board for both business and personal travel due to efficiency and safety considerations.
Although this total is slightly lower than the $74.6 million Cook earned in 2024, it underscores the stability and scale of compensation at the very top of Apple’s leadership.
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Kevan Parekh: Apple’s CFO Earnings
In 2025, Kevan Parekh stepped into his role as Apple’s Chief Financial Officer (CFO). His compensation package for the year, reflecting his transition into the executive team, totaled around $22.47 million.
This comprehensive package included:
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Base salary of roughly $891,519
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Stock awards of approximately $18.43 million
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Non‑equity incentive compensation around $3.12 million
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Other compensation around $22,338
Parekh’s compensation demonstrates Apple’s approach to rewarding performance and leadership potential while aligning financial incentives with broader company success. His stock awards were particularly significant, tying a large portion of his total pay to Apple’s sustained performance and future growth.
Sabih Khan: COO Compensation Highlights
Apple’s Chief Operating Officer, Sabih Khan, similarly received a substantial pay package for 2025, totaling around $27.03 million.
His compensation breakdown included:
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Base salary: $1 million
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Stock awards: $22.01 million
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Non‑equity incentive compensation: $4 million
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Other compensation: ~$21,905
Khan’s strong compensation reflects both his elevated leadership role—having been appointed COO during 2025—and Apple’s practice of linking large long‑term incentives to operational success. As COO, he plays a vital role in overseeing Apple’s global operations, from supply chain management to product rollout strategy.
Context: Executive Compensation at Apple
Apple’s compensation strategy typically combines a modest base salary with significant stock awards and performance‑based bonuses. This framework aims to reward leaders for both short‑term execution and long‑term value creation. For Tim Cook, stock awards as a share of total compensation continue to dominate his package, a trend that aligns his compensation closely with shareholder returns and company performance.
Comparing the pay of Apple’s top executives to peers in other major technology firms, it’s clear that Cook’s compensation package remains among the highest within the S&P 500, even after recent modest declines. Analysts have noted that Apple’s emphasis on equity over cash not only mitigates some immediate payout concerns but also strengthens retention and future leadership continuity.
However, executive compensation continues to be a topic of debate among shareholders and the public—especially when juxtaposed with broader workforce wage trends and calls for more equitable pay structures. Apple’s detailed proxy filings ensure transparency, offering stakeholders a full view of how executive pay is structured and justified year after year.
Why It Matters
Understanding executive compensation is more than just knowing how much leaders are paid. It offers insight into a company’s priorities, leadership incentives, and corporate governance philosophy. Apple’s 2025 executive pay disclosures illustrate a continued focus on aligning top leadership rewards with company performance, shareholder expectations, and long‑term strategic goals.
As Apple continues to navigate innovation cycles, competitive pressures, and leadership transitions, the structure and scale of executive compensation will remain an important indicator of both internal strategy and external market perception.
