Hexaware Technologies defends RSU plans against proxy advisor objections
- Dilution from new share-based plans is capped at approximately 0.33% of paid-up capital
- CEO incentive payout reduced from $40 million to $20 million, funded by promoter entity
- Over 95% of revenue originates from overseas clients, justifying subsidiary employee inclusion
- Company reports consolidated net worth of ₹63 billion with zero borrowings

*this image is generated using AI for illustrative purposes only.
Hexaware Technologies has issued a detailed clarification to Institutional Investor Advisory Services (IiAS) and Institutional Shareholder Services (ISS) regarding their negative voting recommendations on eight resolutions proposed for a postal ballot dated September 2, 2026. The company asserts that none of the items involve a cash cost to the entity and that the potential dilution from share-based plans is minimal.
The proxy advisors raised concerns primarily regarding the Hexaware Restricted Stock Unit Plan 2026, the extension of this plan to subsidiary employees, and amendments to the existing Employee Stock Option Plan 2024. IiAS and ISS noted issues with exercise prices at face value, lack of upfront performance target disclosures, and the open-ended nature of grants to specific employees exceeding 1% of issued capital.
Dilution and Cost Implications
Hexaware stated that the dilution arising from Items 1 to 5 is approximately 0.33% of the paid-up capital, spread over several years. The company emphasized that the Restricted Stock Unit (RSU) plan is capped at 2,000,000 units. Crucially, the company highlighted that these plans are expensed at fair value under Ind AS 102, making them net-worth neutral. Furthermore, dilution can be reduced to nil if the Hexaware Employees Benefit Trust satisfies exercises through market purchases rather than fresh issuance.
The company also clarified that the payment referred to in Item 8, an amendment to the Incentive Payment Agreement with CEO R. Srikrishna, is funded entirely by promoter group entity CA Sebright Investments. It involves no transfer of resources or obligations by Hexaware Technologies.
Governance and Talent Retention Rationale
The company argued that the proposals are designed to retain critical engineering, AI, and client-facing talent during a planned leadership transition. The RSU plan is administered by the Nomination and Remuneration Committee, which comprises two-thirds independent directors and is chaired by an independent director. Hexaware noted that while proxy advisors prefer upfront disclosure of performance parameters, the SEBI framework allows the Committee to set specific terms in grant letters, a practice followed by other listed IT services companies.
Regarding Item 8, the amendment reduces the maximum payout for Mr. Srikrishna from $40 million to $20 million. The payment is contingent on CA Sebright exiting its investment at a multiple of at least 2.5 times its invested capital. The company emphasized that Mr. Srikrishna will cease to be CEO on October 28, 2026, and will continue as Senior Advisor, ensuring the arrangement does not influence current operational decisions.
What the Numbers Show
A key divergence in the debate lies in the interpretation of "cost." While proxy advisors focus on the potential dilution and lack of explicit performance hurdles in the notice, Hexaware emphasizes the balance sheet impact. With a consolidated net worth of about ₹63 billion as at December 31, 2025, and no borrowings on its balance sheet, the company positions the interest-free loan to the Trust as having no bearing on leverage. Additionally, with over 95% of revenue coming from clients outside India, the extension of plans to subsidiary employees is framed not as an expansion of scope, but as a necessary alignment with the company's actual delivery structure.
| Resolution Item | Key Concern Raised by Proxy Advisors | Hexaware's Clarification |
|---|---|---|
| RSU Plan 2026 | Exercise price at face value; lack of upfront performance targets | Full-value award for retention; terms set in grant letters per SEBI norms |
| Subsidiary Extension | Potential for skewed distribution | Required by law; aligns with 95%+ overseas revenue structure |
| ESOP 2024 Amendment | Pool increase of 17.5 million options; extended exercise period | Headroom exhausted without increase; 6-year window encourages long-term holding |
| CEO Incentive Amendment | High payout relative to remuneration; conflict of interest | Payout halved to $20 million; funded by promoter, not company; contingent on exit |
The remote e-voting for these resolutions is open until 5:00 pm IST on October 9, 2026. Hexaware has invited shareholders and proxy advisors to discuss the matters before the close of voting.
Historical Stock Returns for Hexaware Technologies
| 1 Day | 5 Days | 1 Month | 6 Months | 1 Year | 5 Years |
|---|---|---|---|---|---|
| +2.49% | -2.00% | -11.09% | +11.53% | -26.91% | 0.0% |
How might the outcome of the September 2026 postal ballot influence Hexaware's ability to retain key AI and engineering talent during its planned leadership transition?
Will the reliance on market purchases by the Hexaware Employees Benefit Trust to mitigate dilution impact the company's free cash flow or share price stability in the coming fiscal years?
Could Hexaware's stance on setting performance targets in grant letters rather than upfront disclosures set a precedent that challenges future SEBI governance norms for other listed IT services firms?


































