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UFP Technologies UFPT Deferred Compensation Liability (Non-Current)

Deferred Compensation Liability (Non-Current) at other companies

Merit Medical Systems logo
Merit Medical SystemsMMSI
$17.37M-6.7%
West Pharmaceutical Services logo
West Pharmaceutical ServicesWST
$11.8M+3.5%

Other financials

Income statement

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Revenue$154.2M+4.1%
Gross profit$44.4M+5.2%
Operating income$23.4M+1.0%
Net income$17.5M+1.8%
EPS (diluted)$2.24+1.4%

Balance sheet

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Cash & equivalents$20.0M+42.4%
Total debt$156.1M-21.4%
Total equity$438.9M+21.7%
Total assets$674.7M+5.0%

Cash flow

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Operating cash flow$3.2M-76.8%
CapEx$2.9M+3.1%
Free cash flow$22.5M+151%

Valuation

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Market cap$1.81B-3.6%
Enterprise value$1.95B-6.0%
P/E26.4×-3.2×
P/S3×-0.5×

Profitability

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Gross margin28.4%-0.6pp
Operating margin15.2%-0.9pp
Net margin11.3%-0.3pp
FCF margin12.3%+2.0pp

Returns & leverage

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Return on equity17.2%-2.2pp
Debt / equity0.4×-0.2×
Current ratio2.9×+0.3×

Where this comes from

Reported directly by UFP Technologies in its filing.

Tagged under the XBRL concept us-gaap:DeferredCompensationLiabilityClassifiedNoncurrent.

The official record: UFP Technologies’s 10-Q, filed May 8, 2026, on SEC EDGAR. View the filing →

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Questions, answered.

What is UFP Technologies's deferred compensation liability (non-current)?
UFP Technologies (UFPT) reported deferred compensation liability (non-current) of $6.74M in Q1 2026.
How has UFP Technologies's deferred compensation liability (non-current) changed year-over-year?
UFP Technologies's deferred compensation liability (non-current) increased by 4.7% year-over-year, from $6.44M to $6.74M.
What is the long-term trend for UFP Technologies's deferred compensation liability (non-current)?
Over 5 years (2020 to 2025), UFP Technologies's deferred compensation liability (non-current) has grown at a 11.8% compound annual growth rate (CAGR), from $3.81M to $6.66M.
What does deferred compensation liability (non-current) mean?
This represents long-term obligations owed to employees or executives under deferred compensation plans that are not expected to be settled within the current fiscal year. It reflects the company's long-term commitment to human capital retention and executive incentive structures. Investors analyze this to understand the magnitude of future cash outflows associated with long-term compensation arrangements.