Compensation InsightHow CommBank Pays
Career levels, compensation by role, variable remuneration structure, Enterprise Agreement, executive pay, APRA-regulated deferral framework, and global operations.
At a Glance
Career Level Hierarchy
CBA uses a structured career framework (~53,000 employees). ~60% of staff are under the Enterprise Agreement (EA) with guaranteed pay increases. Staff above ~A$162K are on individual contracts with discretionary increases.
Executive Leadership (above C8)
Enterprise Agreement (EA) Coverage
Under CBA's Enterprise Agreement (negotiated with the FSU), staff earning below ~A$100K receive guaranteed annual pay rises (13% cumulative over 2023–2025: 5.25% + 4.25% + 3.5%). Staff from A$100K–A$162K receive slightly lower guaranteed rises. Above A$162K, increases are discretionary.
Compensation by Level
Total compensation breakdown for Sydney, Australia. All values in AUD.
| Level | Title | Base (Range) | Variable % | Total Comp (Range) | Equity |
|---|---|---|---|---|---|
| C1 | Graduate / Entry 0–2 yrs | A$68K – A$78K | 0% | A$68K – A$82K | None |
| C2 | Associate / Analyst 1–4 yrs | A$85K – A$110K | 5% | A$89K – A$120K | None |
| C3 | Senior Associate / Specialist 3–7 yrs | A$110K – A$145K | 8% | A$120K – A$160K | Employee Share Plan |
| C4 | Manager 5–10 yrs | A$140K – A$180K | 15% | A$160K – A$215K | Employee Share Plan |
| C5 | Senior Manager 8–14 yrs | A$175K – A$220K | 20% | A$210K – A$290K | VR deferral |
| C6 | Exec Manager / Assoc Director 10–18 yrs | A$200K – A$260K | 25% | A$255K – A$345K | Significant VR deferral |
| C7 | Director 14–22 yrs | A$250K – A$310K | 30% | A$325K – A$430K | Major VR deferral (60%) |
| C8 | General Manager (GM) 18+ yrs | A$320K – A$475K | 40% | A$460K – A$700K | Performance rights + deferred |
Source: Glassdoor, PayScale, Levels.fyi, CBA Annual Report FY2025, CBA Enterprise Agreement. Australian values include superannuation (11.5%).
Total Compensation Range by Level
Role-Specific Salaries (Australia)
Glassdoor, Levels.fyi, PayScale data. Total compensation in AUD.
Global Operations
CBA operates across 6 continents with ~53,000+ employees.
- — Headquarters: Sydney (South Eveleigh)
- — Major offices: Melbourne, Brisbane, Perth, Adelaide
- — ~1,000 branches & business centres
- — Retail Banking Services (51% of group profit)
- — Business & Private Banking (39%)
- — Bankwest brand (WA-focused subsidiary)
- — CBA Services Private Limited (est. Dec 2018)
- — Location: Manyata Tech Park, Thanisandra
- — Functions: Technology, risk, cyber, data, financial crime
- — Headcount doubled 2022–2024
- — Reducing vendor reliance; building in-house capabilities
- — Salary range: ₹5.3L–₹54L (Glassdoor)
- — ASB Bank — wholly owned subsidiary
- — 13% of CBA group profits
- — Retail, business, rural banking, insurance
- — HQ: Auckland
- — Operates independently under ASB brand
Variable Reward & Bonus Payout History
CBA's Group Performance Indicator (GPI) determines company-level VR funding. Individual outcomes depend on GPI x IPM x Target VR.
6-Year GPI Outcome (% of Target)
Variable Pay % by Level
CEO VR History (% of Maximum)
| Year | CEO | VR Outcome | Note |
|---|---|---|---|
| FY2020 | Matt Comyn | 0% | COVID-19; CEO took 20% cut |
| FY2021 | Matt Comyn | ~80% | Bonuses reinstated |
| FY2022 | Matt Comyn | ~90% | Solid performance across measures |
| FY2023 | Matt Comyn | ~95% | Record A$9.6B cash profit |
| FY2024 | Matt Comyn | ~90% | A$9.84B cash profit |
| FY2025 | Matt Comyn | ~95% | Record A$10.25B; total A$8.5M |
Equity & Variable Reward Structure
CBA operates a single Variable Reward framework. For executives, 60% is deferred in CBA shares under APRA CPS 511.
Active Plans
Executive VR Split (40/60)
VR Target by Level
| Level | VR Target (% of FR) | Deferral | Instrument |
|---|---|---|---|
| C1–C2 | 0–5% | None | Cash only / EA guaranteed |
| C3 | 8% | None | Cash + ESAP eligibility |
| C4 | 15% | Partial | Cash + short deferral |
| C5 | 20% | 40/60 split | Cash + CBA shares (4yr) |
| C6 | 25% | 40/60 split | Cash + CBA shares (4yr) |
| C7 | 30% | 40/60 split | Cash + CBA shares + performance rights |
| C8 | 40% | 40/60 split | Cash + CBA shares + performance rights |
| EGM | 35–50% | 40/60 split | Performance rights + deferred shares |
| Group Exec | 50–100% | 40/60 split | Performance rights + deferred shares |
| CEO | 67% STI + 120% LTI | 40/60 split | Performance rights + deferred shares |
VR Formula
Final VR = GPI × Individual Performance Multiple (IPM) × Target VR
The Group Performance Indicator (GPI) is set by the Board based on financial and non-financial measures. IPM reflects individual performance assessment. Board retains full discretion to adjust outcomes.
LTI — Performance Rights Details
- Instrument: Performance Rights (each entitles holder to one CBA share)
- Vesting: 4-year cliff — no partial vesting; all or nothing
- Hurdle: Relative Total Shareholder Return (TSR) vs ASX 200 Financials
- TSR measured using 60-day VWAP at start and end of performance period
- No retest: if hurdle is not met, rights lapse permanently
- Maximum face value: 120% of fixed remuneration (CEO: ~A$3.36M face value)
- CPS 511 malus and clawback provisions apply for up to 7 years
Employee Share Acquisition Plan (ESAP)
- All permanent staff eligible to receive up to A$1,000/year in CBA shares tax-free
- Shares held in trust for minimum 3 years (restricted period)
- Dividend rights apply during holding period
- Employee Salary Sacrifice Share Plan (ESSSP) allows additional share purchases pre-tax
- CBA share price ~A$175 (Feb 2026) — high per-share price limits fractional allocation
ASX Insider Trades & Director Dealings
Disclosed to ASX under Corporations Act. CEO disposals are typically sales of vested deferred Variable Reward shares.
| Date | Person | Role | Type | Shares | Price (A$) | Value |
|---|---|---|---|---|---|---|
| Nov 2025 | Alistair Currie | Non-Exec Director | Acquisition | 28 | A$175.50 | A$5K |
| Oct 2025 | Mary Louise Padbury | Non-Exec Director | Acquisition | 58 | A$176.00 | A$10K |
| Sep 2025 | Matt Comyn | CEO & MD | Disposal | 12,000 | A$178.30 | A$2.1M |
| Aug 2025 | Katherine Howitt | Non-Exec Director | Acquisition | 49 | A$171.80 | A$8K |
| Aug 2025 | Matt Comyn | CEO & MD | Disposal | 8,500 | A$170.50 | A$1.4M |
| Jul 2025 | Julie Galbo | Non-Exec Director | Acquisition | 35 | A$168.20 | A$6K |
| Jun 2025 | Matt Comyn | CEO & MD | Disposal | 15,000 | A$185.50 | A$2.8M |
| Dec 2024 | Matt Comyn | CEO & MD | Acquisition | 0 | VR vesting | Deferred equity |
Context on CEO Share Dealings
CEO Matt Comyn has sold significant CBA holdings in 2025 — over 35,000 shares worth ~A$6.4M across three tranches. These disposals are of vested deferred VR shares. Under CPS 511, executives must hold deferred equity for a minimum of 4 years with clawback provisions extending to 7 years. Non-executive director acquisitions are typically small on-market purchases to meet minimum shareholding requirements.
Source: ASX announcements, CBA Annual Report FY2025.
Executive Compensation — FY2025
| Year | FR | Total | Note |
|---|---|---|---|
| FY2020 | A$2.2M | ~A$3.4M | 20% FR cut; limited VR |
| FY2021 | A$2.3M | ~A$5.8M | VR reinstated |
| FY2022 | A$2.5M | ~A$7.1M | Strong year |
| FY2023 | A$2.65M | ~A$7.5M | Record A$9.6B profit |
| FY2024 | A$2.8M | ~A$8.0M | A$9.84B profit |
| FY2025 | A$2.8M | ~A$8.5M | Record A$10.25B profit |
Executive Leadership Compensation
Fixed remuneration and total compensation for executive-level roles.
APRA CPS 511 — Deferral Requirements
CEO: 60% of variable remuneration deferred for 6–7 years (pro-rata vesting from year 4). Senior Managers: 60% deferred for 5–6 years. Material Risk Takers: 40% deferred for 4 years. Financial metrics cannot exceed 50% of performance criteria. Mandatory malus and clawback apply.
Benefits & Perks
Australia — Financial
Australia — Leave
India (Bengaluru)
Performance & Pay Progression
CBA uses a continuous performance management framework. EA staff receive guaranteed annual increases; non-EA staff have discretionary reviews.
Promotion Timeline & Hike
Performance Framework
Glassdoor Ratings
EA Annual Increases (2023–2025)
EA staff received guaranteed increases: 4.25% (Oct 2023) + 4.0% (Oct 2024) + 4.0% (Oct 2025) = 13% cumulative. Non-EA staff increases are discretionary, typically 3–5% for strong performers.
Key Nuances & Insights
Unlike many companies where pay is discretionary, ~30,000 CBA staff receive guaranteed annual increases under the EA. The 13% cumulative rise (2023–2025) outpaces inflation. EA staff are predominantly in retail banking, contact centres, and operational roles (C1–C3).
Below Manager level, most staff are on the EA with little or no variable component. Above C4, the VR becomes meaningful (15–40% of FR). For executives, 60% is deferred in CBA shares for 4+ years under APRA CPS 511, creating genuine long-term alignment.
0.99% off the standard variable rate is extraordinarily valuable in Australia's expensive property market. On a A$750K mortgage, this saves ~A$7,000/year in interest — a benefit rarely matched by other employers. CBHS health insurance adds further value.
CBA Services India in Bengaluru (~5,944 staff) focuses on technology, cybersecurity, data engineering, and financial crime. Pay is above local market rates. However, rapid growth (doubled 2022–2024) and union pushback on 'offshoring' remain contentious.
As an APRA-regulated institution, CBA must defer 60% of executive VR for 4–7 years, with malus and clawback provisions. Financial metrics cannot exceed 50% of performance criteria. This makes executive comp more conservative than tech companies but reduces risk-taking incentives.
Comyn's ~A$8.5M total is the highest among Big 4 bank CEOs, reflecting CBA's position as Australia's most valuable company (A$285B+ market cap). However, this is modest compared to global bank CEOs — JPMorgan's Jamie Dimon earned US$39M in 2024.
16 weeks paid leave for ALL parents regardless of gender, covering birth, surrogacy, and adoption. Superannuation continues during paid leave. This is among the most generous in Australian financial services.
CBA is investing heavily in AI (including the Seattle AI/ML hub), but the reversal of 45 AI-related job cuts shows the political sensitivity. The bank's position is 'augmentation not replacement', but unions remain watchful as automation expands.