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Get filing alertsSalesforce adopts executive deferred compensation plan allowing up to 75% salary and 90% bonus deferral
Filed September 4, 2026 · Period ending September 2, 2026 · ~1 min read
Key Changes
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Compensation Committee approved a new nonqualified deferred compensation plan for executive officers and other eligible employees.
Item 5.02 verify on EDGAR → -
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Participants may defer up to 75% of base salary and 90% of annual performance bonus.
Item 5.02 verify on EDGAR → -
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No employer match; company may make discretionary contributions and may establish a rabbi trust, with assets subject to general creditor claims.
Item 5.02 verify on EDGAR → -
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Company may terminate or amend the plan at any time, but cannot reduce accrued participant account values.
Item 5.02 verify on EDGAR →
Summary
Salesforce's Compensation Committee approved an Executive Deferred Compensation Plan on September 2, 2026. The plan lets executive officers and other eligible employees defer up to 75% of base salary and 90% of annual bonuses. It is unfunded and unsecured, so participants are general creditors of the company.
There is no employer match, though the company may make discretionary contributions and may set up a rabbi trust to help pay benefits. The company can terminate or amend the plan at any time, but cannot reduce already accrued account values. For retail investors, this is a routine executive benefit arrangement with no immediate cash cost to the company beyond administrative expenses.
The high deferral limits are typical for such plans and mainly give executives tax-timing flexibility. The plan document will be filed with the next quarterly report.
Section-by-Section Diff
Event · Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation filed; see Key Changes for terms.
Show 5 minor / wording changes
Added in current filing · verify on EDGAR →
On September 2, 2026, the Compensation Committee (the “Committee”) of the Board of Directors (the “Board”) of Salesforce, Inc. (the “Company”) approved the Salesforce, Inc. Executive Deferred Compensation Plan (the “Plan”), pursuant to which executive officers and other eligible employees may elect to defer a portion of their compensation.
The Compensation Committee approved a new nonqualified deferred compensation plan for executive officers and other eligible employees. The plan is unfunded and unsecured, meaning participants are general creditors of the company. This is a standard executive benefit arrangement and does not involve any departure or appointment of officers.
Added in current filing · verify on EDGAR →
A participant may elect to defer up to a maximum of 75% of base salary and up to 90% of any annual performance bonus.
Participants can defer a substantial portion of their cash compensation. The high deferral limits are typical for executive deferred compensation plans and allow executives to manage tax timing. There is no employer match, so the company bears no immediate cash cost beyond administrative expenses.
Added in current filing · verify on EDGAR →
There is no employer match or similar contribution under the Plan; however, the Company may make discretionary contributions from time to time.
The plan does not include a company match, limiting direct compensation expense. The company retains discretion to make contributions, which could become a future expense if exercised. This flexibility is common but worth noting for compensation cost modeling.
Added in current filing · verify on EDGAR →
The Company may establish and contribute to a rabbi trust to assist in paying benefits under the Plan; any trust assets will remain subject to the claims of the Company’s general creditors in the event of insolvency.
The company may fund the plan through a rabbi trust, but participants remain unsecured creditors in bankruptcy. This structure protects the company's cash while providing some assurance to executives. It does not change the company's balance sheet treatment materially.
Added in current filing · verify on EDGAR →
The Company may terminate the Plan at any time and, by action of the Committee, may amend the Plan from time to time, provided, that no such amendment may reduce the accrued value of a participant’s account under the Plan in existence as of such amendment.
The company retains broad rights to terminate or amend the plan, subject to protecting accrued benefits. This limits long-term liability and gives the board flexibility. The plan document will be filed with the next 10-Q.
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Figures/quotes linked to EDGAR · Narrative written by AI · Sep 8, 2026 · How we verify