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PRA Group PRAA Deferred Compensation Arrangement With Individual Compensation Expense

Deferred Compensation Arrangement With Individual Compensation Expense at other companies

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The BancorpTBBK
$75K0.0%

Other financials

Income statement

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Revenue$314.5M+16.7%
Operating income$103.3M+38.5%
Net income$28.2M+671%
EPS (diluted)$0.73+711%

Balance sheet

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Cash & equivalents$124.8M-3.0%
Total debt$3.8B+9.0%
Total equity$1.0B-17.8%
Total assets$5.2B+1.1%

Cash flow

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Operating cash flow$24.9M+147%
CapEx$1.4M+56.7%
Free cash flow$23.5M+144%

Valuation

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Market cap$693.4M+19.1%
Enterprise value$4.38B+10.9%
P/S0.6×0.0×

Profitability

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Operating margin-5.3%-33.2pp
Net margin-29.5%-33.7pp
FCF margin-1.1%—

Returns & leverage

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Return on equity-32%-35.7pp
Debt / equity3.8×+0.9×

Where this comes from

Reported directly by PRA Group in its filing.

Tagged under the XBRL concept us-gaap:DeferredCompensationArrangementWithIndividualCompensationExpense.

The official record: PRA Group’s 10-K, filed March 2, 2026, on SEC EDGAR. View the filing →

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Questions, answered.

What is PRA Group's deferred compensation arrangement with individual compensation expense?
PRA Group (PRAA) reported deferred compensation arrangement with individual compensation expense of $1.98M in Q4 2025.
How has PRA Group's deferred compensation arrangement with individual compensation expense changed year-over-year?
PRA Group's deferred compensation arrangement with individual compensation expense increased by 5.3% year-over-year, from $1.88M to $1.98M.
What is the long-term trend for PRA Group's deferred compensation arrangement with individual compensation expense?
Over 4 years (2021 to 2025), PRA Group's deferred compensation arrangement with individual compensation expense has grown at a 5.0% compound annual growth rate (CAGR), from $6.5M to $7.9M.
What does deferred compensation arrangement with individual compensation expense mean?
The total expense recognized in the income statement related to deferred compensation arrangements for specific individuals. This reflects the cost of long-term retention incentives or executive compensation structures that are paid out in future periods.