Salil Parekh, CEO and MD of Infosys, received an annual remuneration of ₹80.62 crore in FY25, including Restricted Stock Units (RSUs), making him one of the highest-paid leaders in the Indian IT industry. His salary rose 22 per cent year-on-year (y-o-y), even as Infosys posted just 4.2 per cent constant currency revenue growth in FY25, lagging behind TCS (5.2 per cent) and Accenture (5 per cent).
The company’s annual report revealed that Parekh’s salary was 752 times the median remuneration of an Infosys employee. He also received ₹23.18 crore in bonuses, incentives and variable pay in FY25.
In FY24, the CEO drew a total remuneration of ₹66.24 crore, marking a 17 per cent rise over FY23. The ratio of his pay to the median employee remuneration, however, stood at 677. For the full year, Infosys had reported a constant currency revenue growth of 1.4 per cent y-o-y.
In comparison, TCS CEO and MD K Krithivasan earned ₹26.52 crore in FY24 — a 4.6 per cent increase over the previous year — with a median remuneration ratio of 329.8.
Infosys reported 2,49,726 employees on a standalone basis and 3,23,578 employees on a consolidated basis as of March 31, 2025.
According to its annual report, in FY25, the median remuneration for a junior Infosys employee was ₹4 lakh, while for middle-level employees, it stood at ₹12 lakh for males and ₹10 lakh for females. At the senior level, median pay was ₹29 lakh for males and ₹24 lakh for females. In FY24, the median remuneration for senior-level employees was ₹32 lakh for males and ₹27 lakh for females, with no changes reported for other levels.
high MRE ratio
Aditya Narayan Mishra, MD & CEO of CIEL HR, explained that high MRE ratios in large Indian IT companies reflect their global business nature and premium on strategic leadership in competitive markets.
“These organisations operate across geographies with complex stakeholder relationships, requiring CEOs to navigate international markets, drive digital transformations and compete for talent globally. The ratio also reflects the pyramid structure typical in IT services, where large early-career workforces support smaller senior specialist teams. The number of people who can navigate these complex challenges is limited.”
He added: “The NRC committee considers all these factors in deciding remuneration, including assessing CEO cultural fitment, with compensation ultimately driven by the fundamental economics of talent supply and demand. While the numbers appear stark, they are consistent with global technology leaders, and reflect market dynamics of attracting top-tier executive talent capable of managing multi-billion-dollar enterprises.”