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Perma-Pipe International Holdings PPIH Deferred Compensation Liability (Non-Current)

Deferred Compensation Liability (Non-Current) at other companies

OFL
Omega FlexOFLX
$475K+50.8%

Other financials

Income statement

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Revenue$50.3M+7.5%
Gross profit$17.4M+30.5%
Operating income$7.4M+45.1%
Net income$2.6M-39.2%
EPS (diluted)$0.52+86.6%

Balance sheet

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Cash & equivalents$28.3M+50.2%
Total debt$48.6M+269%
Total equity$92.2M+18.5%
Total assets$221.6M+24.3%

Cash flow

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Operating cash flow$6.1M+734%
CapEx$1.3M+35.3%
Free cash flow$4.9M+2,603%

Valuation

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Market cap$221.26M+8.6%
Enterprise value$241.53M+22.9%
P/E14.4×-4.1×
P/S1×-0.2×

Profitability

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Gross margin32.9%-0.7pp
Operating margin14%+1.1pp
Net margin7.2%+0.7pp
FCF margin1.8%-5.0pp

Returns & leverage

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Return on equity18.1%+2.7pp
Debt / equity0.5×+0.4×
Current ratio2.3×+0.4×

Where this comes from

Reported directly by Perma-Pipe International Holdings in its filing.

Tagged under the XBRL concept us-gaap:DeferredCompensationLiabilityClassifiedNoncurrent.

The official record: Perma-Pipe International Holdings’s 10-Q, filed June 9, 2026, on SEC EDGAR. View the filing →

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Questions, answered.

What is Perma-Pipe International Holdings's deferred compensation liability (non-current)?
Perma-Pipe International Holdings (PPIH) reported deferred compensation liability (non-current) of $1.94M in Q1 2026.
How has Perma-Pipe International Holdings's deferred compensation liability (non-current) changed year-over-year?
Perma-Pipe International Holdings's deferred compensation liability (non-current) increased by 5.6% year-over-year, from $1.83M to $1.94M.
What is the long-term trend for Perma-Pipe International Holdings's deferred compensation liability (non-current)?
Over 5 years (2021 to 2026), Perma-Pipe International Holdings's deferred compensation liability (non-current) has grown at a -15.4% compound annual growth rate (CAGR), from $4.12M to $1.78M.
What does deferred compensation liability (non-current) mean?
The total liability for compensation earned by employees that is deferred and payable beyond the next fiscal year. This reflects long-term obligations to key personnel, often associated with executive retirement or incentive plans. It serves as an indicator of long-term human capital costs and the company's future cash commitments to its workforce.