Stellantis Employee Compensation: CEO vs Average Worker Salary

CEO. Pexels image.

This article covers Stellantis CEO salary, the average employee compensation, the CEO pay ratio, as well as the growth rates.

For your information, Stellantis had approximately 260,000 employees worldwide as of the end of fiscal year 2025, according to this article – Stellantis employees profile.

All told, let’s look at Stellantis’s CEO’s and employees’ average pay!

For other key statistics of Stellantis, you may find more resources on this page: Stellantis key stats.

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Definitions

To help readers understand the content better, the following terms and glossaries have been provided.

CEO Pay Ratio: The CEO pay ratio compares the salary of a company’s Chief Executive Officer (CEO) to the median salary of its employees. This ratio is often used to indicate income inequality within a company.

It is calculated by dividing the CEO’s total compensation (which can include salary, bonuses, stock options, and other financial benefits) by the median annual pay of the company’s employees. The resulting figure is expressed as a ratio, such as 150:1, indicating that the CEO earns 150 times more than the median salary of the employees.

The disclosure of the CEO pay ratio has become a requirement for publicly traded companies in some jurisdictions, aiming to increase transparency and provide stakeholders with a clearer perspective on executive compensation practices.

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FAQs

To help readers understand the content better, the following FAQs have been provided.

Is Stellantis a good company to work for?

Determining whether Stellantis is an excellent company to work for can vary based on personal career goals, values, and what one looks for in a workplace. Here are some factors to consider:

1. Global Presence: Working for Stellantis could offer opportunities to engage with a global team and possibly work on international projects, given its presence in more than 130 countries.

2. Diverse Brands: Stellantis houses a portfolio of distinguished automotive brands, including Alfa Romeo, Chrysler, Citroën, Dodge, Fiat, Jeep, Peugeot, and Ram. This diversity can provide a wide range of career paths and learning opportunities across different market segments and technologies.




3. Innovation and Sustainability: The company focuses on electrification, autonomous driving, and connectivity, offering a chance to work on cutting-edge automotive technologies. Their commitment to reducing the environmental impact and promoting sustainability might appeal to individuals passionate about these issues.

4. Career Development: As a large multinational corporation, Stellantis may offer various programs for career development, mentorship, and internal mobility, allowing employees to grow professionally within the company.

5. Work Culture and Employee Benefits: The work culture and benefits can vary significantly by location and department. It’s important to research and consider reviews from current and former employees on platforms like Glassdoor or LinkedIn to get a sense of the work-life balance, management support, compensation, and benefits package.

6. Economic and Industry Challenges: The automotive industry faces significant challenges, including economic fluctuations, supply chain disruptions, and the transition to electric vehicles. These factors can impact job security and the overall work environment.

In conclusion, whether Stellantis is an excellent company to work for depends on how well it aligns with your career aspirations, desired work culture, and interest in the automotive industry’s future. It’s advisable to conduct thorough research and, if possible, speak to current or former employees to understand the company comprehensively.

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Insight & Summary of Stellantis’ CEO Pay vs Employees Average Compensation

The following analysis consolidates the trends observed across Stellantis’s CEO vs employee compensation for the 2019–2025 period.

• CEO Compensation: Extreme Volatility Tied to Performance CEO compensation at Stellantis has followed an unusually volatile path — rising from €13.3 million in 2019 to a peak of €36.5 million in 2023, then collapsing to €5.4 million in 2025. The ascent through 2023 reflected the company’s strong post-merger financial performance and the compensation structure’s heavy weighting toward performance-linked pay.

  The sharp reversal in 2024 and 2025 mirrors the company’s deteriorating financial results — operating losses, declining revenue, and collapsing margins — which directly reduced variable and long-term incentive payouts. The 2025 figure of €5.4 million represents the lowest CEO compensation in the dataset, a 76.6% decline in a single year and a direct reflection of how performance-linked executive pay structures amplify both outperformance and underperformance.

• Employee Compensation: Stability Through Cycles Average employee compensation has been notably stable relative to CEO pay, moving within a relatively narrow band of €53.7K to €70.4K over the full period. It grew steadily from 2019 through 2023, dipped modestly in 2024 by 6.3%, and was essentially flat in 2025 at €66.2K — a 0.3% increase despite the company posting a significant operating loss. This stability reflects the nature of collectively bargained wage structures across Stellantis’s large European and North American workforce, where compensation adjustments are negotiated through multi-year agreements and do not move in real time with corporate financial results the way executive pay does.

• CEO Pay Ratio: Expansion and Collapse The CEO pay ratio expanded from 232x in 2019 to a peak of 518x in 2023 — meaning the CEO earned 518 times the average employee in that year. The subsequent contraction was equally dramatic: 350x in 2024 and just 82x in 2025, the lowest in the dataset. The 2025 ratio of 82x reflects the convergence of a collapsing CEO package and broadly stable employee compensation. This pattern illustrates how pay ratio at companies with performance-linked executive structures is a direct function of corporate performance rather than a deliberate policy choice — it widens during good years and compresses sharply during downturns without any change to the underlying compensation architecture.

• Growth Divergence: Executive vs Workforce The growth comparison makes the structural divergence explicit. Between 2019 and 2023, CEO compensation grew at a compounded rate that vastly exceeded employee compensation growth in every positive year — 49.6% vs 8.9% in 2021, 34.3% vs 9.9% in 2022, and 55.3% vs 9.5% in 2023. In negative years, the asymmetry reverses with equal force: CEO compensation fell 76.6% in 2025 while employee compensation grew 0.3%. Employee compensation has never declined by more than 6.4% in any single year, while CEO compensation has swung by as much as 76.6% in either direction. This asymmetry is structural — not incidental.

• Structural Takeaway: Stellantis’s compensation structure is a textbook example of performance-linked executive pay operating as intended — amplifying rewards in strong years and extracting them sharply in weak ones. The workforce compensation structure operates on an entirely different logic: collectively bargained, slow-moving, and largely insulated from year-to-year financial volatility. The practical implication for investors is that the CEO pay ratio is a useful real-time indicator of corporate performance trajectory rather than a standalone governance concern — a ratio of 82x in 2025 signals financial distress more than it signals pay equity progress.

  Looking ahead, CEO compensation will almost certainly remain suppressed until Stellantis demonstrates a credible return to profitability. Employee compensation is likely to remain broadly stable or face modest downward pressure through future contract renegotiations if losses persist. The pay ratio will only re-expand meaningfully when operating profits recover — making it, in effect, a lagging proxy for the company’s financial recovery timeline.

The table below combines all key Stellantis CEO pay and employee compensation metrics into a single view for the latest three fiscal years.

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CEO Pay vs Employee Compensation

The definition of Stellantis’ CEO pay ratio is available here: CEO pay ratio.

The current CEO of Stellantis is Antonio FILOSA after taking over from Carlos TAVARES. Antonio FILOSA was the second CEO of Stellantis after the merger of PSA and FCA in 2021.

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CEO Pay Growth vs Employee Compensation Growth

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References and Credits

1. All financial figures presented in this article were obtained and referenced from Stellantis’ quarterly and annual reports, SEC filings, investor presentations, press releases, earnings results, etc., which are available in Stellantis Investor Relation.

2. Pexels images.

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Disclosure

We may use artificial intelligence (AI) tools to assist us in writing some of the text in this article. However, the data is directly obtained from original sources (usually the quarterly and annual reports) and meticulously cross-checked by our editors multiple times to ensure its accuracy and reliability.

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