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Core Laboratories CLB Deferred Compensation Liability (Non-Current)

Deferred Compensation Liability (Non-Current) at other companies

Halliburton logo
HalliburtonHAL
$395M+1.5%
Range Resources logo
Range ResourcesRRC
$69.46M+4.7%

Other financials

Income statement

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Revenue$121.8M-1.4%
Operating income$1.9M-57.3%
Net income-$789.0K-412%
EPS (diluted)-$0.02—

Balance sheet

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Cash & equivalents$22.8M+3.2%
Total debt$167.8M-6.8%
Total equity$268.9M+6.1%
Total assets$587.7M+0.3%

Cash flow

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Operating cash flow$4.0M-40.5%
CapEx$3.4M+23.8%
Free cash flow$517.0K-86.7%

Valuation

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Market cap$503.38M-13.5%
Enterprise value$648.4M-12.3%
P/E17.3×-3.4×
P/S1×-0.2×

Profitability

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Operating margin10.3%-0.2pp
Net margin5.5%+0.1pp
FCF margin4.3%-4.6pp

Returns & leverage

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Return on equity11.1%-0.4pp
Debt / equity0.6×-0.1×
Current ratio2×-0.2×

Where this comes from

Reported directly by Core Laboratories in its filing.

Tagged under the XBRL concept us-gaap:DeferredCompensationLiabilityClassifiedNoncurrent.

The official record: Core Laboratories’s 10-Q, filed April 30, 2026, on SEC EDGAR. View the filing →

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Questions, answered.

What is Core Laboratories's deferred compensation liability (non-current)?
Core Laboratories (CLB) reported deferred compensation liability (non-current) of $28.17M in Q1 2026.
How has Core Laboratories's deferred compensation liability (non-current) changed year-over-year?
Core Laboratories's deferred compensation liability (non-current) decreased by 3.5% year-over-year, from $29.2M to $28.17M.
What is the long-term trend for Core Laboratories's deferred compensation liability (non-current)?
Over 3 years (2022 to 2025), Core Laboratories's deferred compensation liability (non-current) has grown at a -2.6% compound annual growth rate (CAGR), from $31.81M to $29.38M.
What does deferred compensation liability (non-current) mean?
This metric captures the long-term portion of liabilities arising from employee compensation plans where payment is deferred to future periods beyond one year. It reflects the company's commitment to settle these obligations, such as executive retirement benefits or long-term incentive plans, at a later date. Tracking this liability is essential for understanding the company's long-term financial leverage and future cash flow commitments related to human capital.