UltraTech seeks approval for Vivek Agrawal re-appointment as CMO
- UltraTech Cement seeks shareholder approval to re-appoint Vivek Agrawal as WTD and CMO for two years starting January 1, 2027
- Remote e-voting runs from September 12 to October 11, 2026, with results declared by October 13, 2026
- Proposed remuneration includes a ₹19 lakh monthly basic salary ceiling and ₹21 lakh monthly special allowance ceiling
- Variable pay caps include ₹5 crore for annual incentives and ₹5 crore for long-term incentives per annum
- Agrawal drew ₹11.74 crore in FY25-26 remuneration plus ₹2.31 crore in prior-year performance incentives

*this image is generated using AI for illustrative purposes only.
UltraTech Cement has initiated a postal ballot process to seek shareholder approval for the re-appointment of Vivek Agrawal as Whole-time Director and Chief Marketing Officer. The resolution, proposed by the Board on July 20, 2026, covers a tenure from January 1, 2027, to December 31, 2028.
Remote e-voting for the ordinary resolution will commence on September 12, 2026, at 9:00 am and conclude on October 11, 2026, at 5:00 pm. Shareholders holding shares as of the cut-off date, September 4, 2026, are eligible to vote via the KFin Technologies platform.
Remuneration Structure
The proposed compensation package outlines a fixed salary component alongside performance-linked incentives. The Board has approved a basic salary ceiling of ₹19,00,000 per month and a special allowance ceiling of ₹21,00,000 per month. Notably, the special allowance is excluded from the calculation base for provident fund, gratuity, and superannuation benefits.
| Component | Details |
|---|---|
| Basic Salary Ceiling | ₹19,00,000 per month |
| Special Allowance Ceiling | ₹21,00,000 per month |
| Annual Incentive Pay Cap | ₹5,00,00,000 per annum |
| Long-term Incentive Cap | ₹5,00,00,000 per annum |
Variable pay constitutes a significant portion of the total remuneration opportunity. The annual incentive pay is linked to target achievement, capped at ₹5 crore per year. Additionally, the long-term incentive compensation (LTIC), which may include stock options or restricted stock units, carries a maximum target opportunity of ₹5 crore annually.
What the Numbers Show
The proposed variable compensation caps represent a substantial weighting toward performance-linked outcomes. With both the annual incentive and LTIC capped at ₹5 crore each, these components could potentially double the fixed salary ceiling (₹19 lakh/month × 12 months = ₹2.28 crore/year) if fully realized. This structure aligns executive rewards directly with corporate performance targets set by the Board.
Director Profile
Agrawal joined the Aditya Birla Group in 1993 and has served in various leadership roles within the cement business. He was initially appointed as Whole-time Director and CMO on June 9, 2024. During FY25-26, he drew a remuneration of ₹11,74,49,367, supplemented by an additional ₹2,31,19,200 as a performance-linked incentive for FY24-25 targets. He holds directorships at The India Cements Limited and serves on its Stakeholders Relationship and Finance Committees.
Historical Stock Returns for UltraTech Cement
| 1 Day | 5 Days | 1 Month | 6 Months | 1 Year | 5 Years |
|---|---|---|---|---|---|
| +0.19% | -2.44% | -8.62% | -5.61% | -11.84% | 0.0% |
How might the heavy weighting of variable compensation (up to ₹10 crore in incentives) influence UltraTech's strategic risk appetite and short-term performance targets under Agrawal's renewed tenure?
What specific key performance indicators (KPIs) has the Board established to trigger the maximum annual and long-term incentive payouts, and how do they align with current cement sector headwinds?
Given the exclusion of special allowances from PF and gratuity calculations, how does this remuneration structure compare to industry peers regarding total cost-to-company versus take-home pay for senior executives?

































