Tata Consultancy Services (TCS), the biggest IT business in India, announced its most recent round of pay increases on September 2.
According to news agency PTI, the increases would range from 4.5% to 7% for the majority of its employees. Employees of the Tata Group company began receiving letters of increment on the evening of September 1st, and those with knowledge of the development told the news agency that the pay increases will take effect in September 2025.
This comes after discussions on a possible pay increase were put on hold for the past two months due to uncertain market conditions. Additionally, the investigation noted that the corporation did not respond to the email enquiries.
Pay Increases for Middle & Junior Employees
The article claims that TCS has raised the pay of its middle- and lower-level workers. The news agency was informed that the company’s best achievers received pay increases exceeding 10%.
Milind Lakkad, the executive vice president and chief human resources officer of TCS, stated in July that the business has not decided to raise staff salaries. “We have not yet made any decisions regarding wage hikes,” Lakkad stated during the company’s quarterly news conference.
Attrition and Retention Strategy
The company was working to reduce its attrition rate, which hit a two-year high at the conclusion of the first quarter of the fiscal year 2025–2026, the top human resources officer also told the media. According to Milind Lakkad, TCS attrition exceeded its comfort limit of 13% as it reached a two-year high. At the news conference, he stated, “We are working to bring it down.”
TCS Layoffs 2025
TCS plans to lay off 2% of its workforce this year, or around 12,000 mid- and senior-level personnel. This is at a time when many of its competitors have put compensation increases on hold or postponed them.
Lakkad and CHRO-designate K Sudeep sent out an internal message on 6 August stating that the pay increase will take effect on September 1. In response to a question from the media, the corporation stated that it can affirm that, as of September 1, 2025, it will be raising wages for almost 80% of its employees.
Future Outlook for TCS & IT Sector
TCS is nevertheless hopeful about a recovery and expects demand to pick up in the second part of the year. When discussing compensation increases, Indian IT CEOs have taken a cautious stance. Salil Parekh, the CEO of Infosys, stated that the company has completed its pay increases for the fourth and first quarters of the previous fiscal year when discussing the schedule for wage increases.
As it always does at the end of a cycle, Infosys is now starting to assess the timing for the next one. Two rises over 18 months resulted from the disruption of the normal cycle during COVID-19. Nothing is going to change. The company will continue using its current procedure and promptly disclose the upcoming cycle.
Quick
Shots
•4.5%–7% for most employees; top
performers get over 10%.
•Around 80% of staff to benefit from
wage increases.
•Middle- and junior-level employees
prioritized in this increment cycle.
•Move aims to address rising
attrition, which crossed TCS’s comfort limit of 13%.
TCS surprised its employees by announcing pay increases for qualified associates up to grade C3A and comparable (freshers to mid-level), which covers about 80% of its workforce.
TCS Layoffs 2025: 12,000 Mid and Senior-Level Staff to Be Impacted
TCS plans to lay off 2% of its workforce this year, or around 12,000 mid- and senior-level personnel. This is at a time when many of its competitors have put compensation increases on hold or postponed them.
CHRO Milind Lakkad and CHRO-designate K Sudeep sent out an internal message on 6 August stating that the pay increase will take effect on September 1. In response to a question from the media, the corporation stated that it can affirm that, as of September 1, 2025, it will be raising wages for almost 80% of its employees.
June Quarter Results: Revenue Decline and Client Slowdown
In an unusual departure from its April cycle, TCS hinted during the April earnings conference call that it could have to postpone its yearly raises. This came as clients’ pessimistic mood was heightened by a slowdown and uncertainties surrounding tariffs.
Even in the earnings for the June quarter, Lakkad stated that the corporation has not yet decided whether to raise wages. TCS’s June quarter results showed poor performance, which was credited to the closing of the BSNL purchase, cautious customer mood, delayed decision-making, and unfavourable macroeconomic conditions.
Due to geopolitical uncertainty that slowed demand, its June quarter revenue decreased 3.1% year over year in constant currency and 3.3% sequentially. TCS gave its employees pay increases last year that ranged from 4.5% to 7%, with strong performers getting double-digit raises.
The average raise, however, has not been revealed by the corporation in its communications. The announcement of this year’s pay rise coincides with a difficult time when clients are being careful with their spending and making decisions slowly in important markets like the US and Europe.
TCS is nevertheless hopeful about a recovery and expects demand to pick up in the second part of the year. When discussing compensation increases, Indian IT CEOs have taken a cautious stance. Salil Parekh, the CEO of Infosys, stated that the company has completed its pay increases for the fourth and first quarters of the previous fiscal year when discussing the schedule for wage increases.
As it always does at the end of a cycle, Infosys is now starting to assess the timing for the next one. Two rises over 18 months resulted from the disruption of the normal cycle during COVID-19. Nothing is going to change. The company will continue using its current procedure and promptly disclose the upcoming cycle.
According to reports, Good Glamm Group has postponed staff salaries for the second consecutive month in May.
April and May’s pay were meant to coincide, according to a news source that quoted an employee, but that doesn’t appear likely to happen anytime soon. It’s clear to everyone now that funding is the reason.
The financing has been delayed since January, when Good Glamm Group was expecting it to come. Payroll for April has already been postponed by the corporation. According to reports at the time, the business had told its staff that they would get paid in June for both April and May.
Salary credits have not yet been issued, though, and management has not yet responded to enquiries about the delay.
Payments of Freelancers and Former Employees Also Put on Hold
The Good Glamm Group has not yet paid its former workers’ and freelancers’ debts, according to the report. The unicorn is still owed INR 18,100, according to a LinkedIn post by Babita Bharati, a freelance copywriter for Good Glamm’s portfolio business The Moms Co.
According to Bharati’s post, working as a freelancer is difficult, and organisations like #GoodGlammGroup make it much more difficult. She also mentioned that in March and April of 2025, she worked as a freelance copywriter for The Moms Co. | Good Glamm Group, but she is currently experiencing problems getting them to pay her for her work.
Additionally, Bharati stated that she contacted over five different individuals within the company, noting that many members of the startup’s finance team were either already on notice or had departed.
In order to increase liquidand maity intain business operations, the content-to-commerce startup is apparently thinking about returning its ownership of Organic Harvest to the company’s founders, according to a media report. In 2022, the Good Glamm Group bought the bulk of Organic Harvest.
Despite this, there have been numerous resignations due to the firm’s instability. Kartik Rao, the startup’s chief people officer and a board member of WYN Beauty, a joint venture with Serena Williams, recently left the company to join the AI-driven recruitment platform Vahan.ai.
Delaying Salaries has Become Common Practice of Good Glamm in 2025
This year alone, the corporation has postponed salaries three times. Payouts for a portion of the company’s workforce were already postponed in January after a possible funding round fell through.
However, it eventually paid down the outstanding balances in instalments. The founders of acquired businesses like Sirona and The Moms Co., as well as investor IAN, have sent the company default notifications for nonpayment over the past year.
The unicorn has also conducted huge layoffs and offered several of its brands for sale in an effort to lengthen its runway. Recent rumours that supporters Accel, Prosus, and Bessemer have resigned from the company’s board have made the situation worse.
Its growing losses, shortcomings in product development, excessive marketing expenditures, low sales, and a decline in skincare product quality are all major contributors to this.
Important members of the product and marketing teams of numerous brands that the unicorn purchased are said to have been sidelined by the beauty-focused D2C platform, which has caused brand dilution and driven many of these brands further away from profitability.
Google has said that it will change its performance grading system to give higher bonuses and stock awards to top performers while possibly cutting lower-performing employees’ pay.
The vice president of worldwide compensation and benefits at Google, John Casey, told staff members in an email headlined “Strengthening our performance culture” that more people will have the chance to receive the “Outstanding Impact” rating in yearly evaluations.
Casey stated, “High performance is more important than ever to achieve the goals we’ve set,” adding that the alterations are being made to “further reward top contributors” inside the organisation.
Focusing on Top Performers
The modifications particularly influence Google’s Googler Reviews and Development (GRAD) annual evaluation system. This system assigns a score to employee performance ranging from “not enough impact” to “transformative impact”.
The majority of workers usually fit into the “Significant Impact” group. More staff will be eligible for the coveted “Outstanding Impact” grade under the new structure, which has a direct impact on pay. Additionally, managers who perform well in the “Significant Impact” area will be rewarded with larger discretionary funds.
Casey did concede that these adjustments would be “budget-neutral”, which means that some workers will earn lower pay in order to pay for the raises for high achievers.
Someone’s Loss is Someone’s Gain
In the email, Casey informed the employees that the firm would like to make clear that, in order to finance this, the equity and bonus individual multipliers for Significant Impact and Moderate Impact ratings would be slightly reduced.
Notably, significant impact will continue to be a high rating; if it is attained, the employee will still receive more than his desired bonus. The adjustments were confirmed by Google spokesperson Courtenay Mencini, who said, “We’re making these changes to further reward top performers and continue our momentum across the company.”
The pay adjustments are in line with a larger trend in the tech sector, where organisations such as Microsoft and Meta are raising performance standards. These changes will affect Google’s 2026 pay planning and year-end reviews.
In his email to employees, Casey came to the conclusion that the aforementioned adjustments are budget-neutral and that the company is still investing in extensive and very competitive perks and compensation.
Google Fires Hundreds of Employees from its Android, Pixel, and Chrome Groups
According to a media report, Alphabet’s Google has let go of hundreds of workers from its Platforms and Devices business. This division is in charge of important products like the Chrome browser, Pixel devices, and Android software.
The layoffs come after a voluntary departure programme that was made available to staff members in January.
The action is a component of a continuous reorganisation that started last year when Google combined its Chrome and Android teams under the Pixel and Devices group. This group is headed by Rick Osterloh, a company executive. The combined company employed around 20,000 people at the time of the merger.
According to various reports, BluSmart Mobility, an electric taxi-hailing firm that is currently experiencing financial difficulties, has postponed its March salary payments. Cofounder Anmol Singh Jaggi promised in an email to the staff that all outstanding debts will be paid by the end of April. Jaggi stated in an email that there will be a little delay in processing salaries because of present cash flow issues. The firm would like to reassure its employees, nonetheless, that all outstanding payments will be paid by the end of April. He said that the company will be releasing pay cheques in stages, beginning with the lowest pay grades and working up, to guarantee equity and consideration for those who might be more affected. BluSmart was established in 2019 by Jaggi and Punit K. Goyal and provides EV ride-hailing services as well as charging stations in Bengaluru and Delhi NCR. In January of this year, it extended its services to Mumbai and maintained a presence in Dubai.
Refex Industries cancelled its agreement with Gensol Engineering to purchase 2,997 electric vehicles a few weeks ago. Gensol EV Lease Pvt Ltd, Gensol’s EV financing division, agreed in January to sell 2,997 EV vehicles—originally leased to BluSmart—to Refex Green Mobility Limited (RGML), a subsidiary of Refex. Before that, rumours circulated that Uber was in preliminary discussions to buy BluSmart, a claim the latter once more refuted. Additionally, it was stated that the startup’s activities in Dubai were shut down in mid-March, and its intentions to expand its services in Saudi Arabia were shelved. According to the reports, BluSmart had a top-level departure as of March of this year. Vice President Priya Chakravarthy, Chief Technology Officer Rishabh Sood, Chief Business Officer Tushar Garg, and Chief Executive Officer Anirudh Arun have all left. Former vice president Nandan Sharma will assume the role of chief executive officer.
Furthermore, it was claimed that BluSmart had defaulted on INR 30 Cr of bonds in early February. Despite this, the company clarified that it is on track to establish a strong brand that is bolstered by strategic development, a greater emphasis on premium offerings, and an expanding user base.
Financial Outlook of BluSmart
So far, BluSmart has raised $180 million through a combination of loan and equity fundraising rounds since its founding. Investors including bp Ventures, Venture Catalysts, Green Frontier Capital, responAbility, and Deepika Padukone are among those who have contributed to these investments. Regarding financial performance, the business stated that its operational revenue increased by about 245% from INR 4.01 Cr in FY22 to INR 13.84 Cr in the year that ended on March 31, 2023. In the meantime, BluSmart reduced its loss to INR 14.89 Cr in FY23, which is over 58% less than the INR 35.37 Cr it lost the year before.
CEO or the Chief Executive Officer holds the highest ranking in any kind of company. To be able to hold this position is a very big thing, one has to be extremely responsible and hardworking because the entire company depends on them.
A CEO’s main responsibility includes expanding the business, doing finance-related work, and making all other important decision that is necessary for a company to flourish. All the major decision needs approval from the CEO, and then only they can be established. A CEO also needs to coordinate with their employees with patience; this will result in a proper workflow.
People might think being a CEO of a company means earning a lot of money in terms of their salary but there is a trend that is emerging in the new world and some CEOs are following it ardently. It may sound unbelievable but there are some CEOs who take $1 for their salary. Yes, you read it right, just $1.
Some well-known CEOs are already a member of this trend. In this article, we will discuss, why some CEOs take just $1 as their salary and what are its benefits. So, let’s get started.
“Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion.” -Jack Welch
One dollar salary is all about when some of the world’s top chief executives take just $1 in the name of salary from their company. Here, they decide to work without taking direct compensation but there is a rule where they have to take a minimal amount for the sake of some legal reasons, so to follow that, they just take $1. This way the CEOs are considered volunteers by taking the minimal amount as their salary.
History of $1 Salary
Lee Lacocca – the CEO of Chrysler Corporation
This thing started in the early 1900s when the entire world was in a war-torn zone. During World War II, some of the top business leaders willing decided to offer their services for free to the Government. As there was a law, that doesn’t allow the President to accept free service from the businessmen, the concept of a One-dollar salary was born.
The year 1978 also saw Lee Iacocca, the CEO of Chrysler Corporation adopting this procedure to improve the state of his company after the oil crisis. He asked the Government for their help.
In the 21st century, there are many wealthy CEOs who are following this ardently, but now the reason is not that they want to offer free services but because it is all about earning huge amounts of money smartly.
Perks of Taking 1 Dollar Salary
The fact of taking just $1 may seem very simple but in reality, it is far more compatible and this mode provides a lot of benefits to the CEOs than a regular salary. Some of the benefits are:
This improves the image of the CEO in front of the public and people start considering that person highly as it seems they are serving their country for almost free.
It gives the investors confidence that the CEO will perform better to receive their compensation, thus leaving them no choice but to invest in the company. In the end, this results in getting investments.
How CEOs Live With Just $1 Salary?
It is not like the CEO only gets to have one dollar as their salary, apart from that they take compensation from the company in the form of stock or equity, as they are taxed at a much lower rate than regular income.
When the company performs well, the worth of the shares increase and the CEO’s different forms of income also increases. All of these stocks, bonus packages that are offered to them apart from the one-dollar make up for their ‘sacrifice’ quite well and in fact sometimes even exceed their income.
Members of $1 Salary Club
Some of the most renowned CEOs who are the member of this club and ardently follow the trend are:
Being a CEO of a company comes with lots of perks but with also a lot of responsibilities. A CEO needs to take some of the most important decision of the business, there are some CEOs who take hefty sums and there are some who takes just $1 dollar but that doesn’t mean that they are providing their service for free, they are actually earning a lot by their smartness.
FAQs
Why do CEOs make $1?
The CEOs can afford to earn $1 as they make money through other ways like stocks and equity. This also helps them in avoiding taxes.
What is the minimum salary of a CEO?
An early career Chief Executive Officer (CEO) with 1-4 years of experience earns an average of ₹983,641.
Who are the CEOs in the $1 salary club?
Some of the CEOs who take a $1 dollar salary are:
Elon Musk
Mark Zuckerberg
Meg Whitman
Larry Page
Sergey Brin
What is the benefit of taking 1 dollar salary?
Many CEOs like Elon Musk & Mark Zuckerberg take 1 dollar salaries to maximize the profits of the company and avoid paying huge taxes to the government.
Who is the first CEO to start taking 1 dollar salary?
Lee Iacocca, the CEO of Chrysler Corporation reduced his salary to $1 to save the company from bankruptcy.
What would you say if I asked you what is the best part of a job? yes, we all know it, it’s the salary. Except in some cases when you are madly passionate about working and creating impact.
So for the general public, it’s the return on time investment. It is a good metric to judge a job based on how much it provides a return. It can also be seen as a value meter that tells how much of a value is being created. Higher the return, the greater the level of value addition.
We all know the most popular players in providing handsome salaries like Apple, Google, Microsoft, Adobe, Goldman Sachs. This article is not about them, as you must’ve guessed from the title. It is about Spotify, but let us build up a basic understanding of salaries and company profiles and then jump to Spotify.
Every human, every civilized human wants money. Okay, enough philosophy. Everyone who wants to join the workforce wants to join a corporation that will pay them well. They aim for the biggest names in the market and even if they fail to get the moon, they vouch for stars.
Spotify is a Swedish music and media streaming service. It is also the world’s largest music streaming service provider. It offers services on almost every device possible, be it Mac, Android, Windows, and Linux.
As of now, Spotify has a huge user base, it has around 172 million paying users and around 381 million of the total user base. That too across the globe and in around 178 countries.
Spotify Worldwide Monthly Active Users
Music is food for the soul and these numbers prove the statement right. People love to listen and their favourite one-stop place to go is Spotify. Spotify is good at giving recommendations, understanding its users, and increasing their retention.
The streaming service also entails a premium section of listening to music. It includes music downloads and group listening, Spotify is promoting its premium section by small payments recurring at small intervals of time. Like a 7 Rupee for a day, or 25 for a week. These are specially designed packs for the Indian audience to make them more comfortable with streaming servers.
We all were earlier used to downloading songs (Illegally) and then listening to them, but it was wrong and steps like that of Spotify are helping make the shift to streaming music and paying for songs they love. This is the legitimate way to honor artists that create songs as their art form.
Spotify is not only good for listeners but also a great corporation for the people working there. The employees are relatively happy there because of the competitive salaries and perks that the company provides. Let us look at some of them.
However, there are many competitors in this space, like the common name YouTube Music, Gaana, Saavn, and many more but time and again with its efficient working and great management, Spotify has managed to top the charts of not just songs but streaming too.
How does Spotify pay its employees better than its competitors?
Apart from having a huge user base. Spotify has close deals with differentiating podcasts like Joe Rogan, Obama Family, and many more. All this adds to its revenue maps and allows the company to provide competitive salaries to its employees. The average salary of a Spotify employee is more than 110,500$. That is a handsome amount.
Spotify has increased employees by 28 percent in 2019. This shows the demand for the product market. Business insiders performed research and found out that the company can pay more than the past average, in stock or cash.
As we discussed earlier the popularity of Spotify and the domains it provides services in. It has a freemium edge and a premium edge. Freemium includes music streaming with advertisements, this adds up to the revenue that they generate from the advertisement domain.
The premium includes some price that disables ads and provides pro benefits like downloading music and commercial-free listening. This adds up the main revenue model of royalties. Spotify pays artists a fixed payment for their songs being listed on the platform.
How much does Spotify pay its Employees?
Spotify Salary Average by Department
Spotify pay Marketing Specialists $95,000 to $190,000. Researchers and specialists around 140,000 to 240,000 dollars of base salary, Engineers and statisticians about 110,000 to 250,000 dollars and Human resources, finance or legal 133,390 to 185,000 dollars.
The highest-paid salary is that of director of sales that is around $200,000 and the lowest is about $46,500. Making the company average reach more than $110,000.
The unique thing about Spotify is that it is allowing WFH from anywhere with getting the same salaries as before.
In February 2021, it announced a Work from anywhere scheme. Allowing employees to work from anywhere, and the company will continue paying the New York and San Francisco salary rates. Executives believe that it is the future.
As Spotify changes how people listen to music, the legal way. Its effective business revenue model is working fine. It can provide some most competitive salaries. This is a good thing for keeping up the employee’s motivation and providing them with a platform to be their best self.
Other domains should learn from this and try to create a differentiating factor that places them in a better position than competitors. Thus, adding better working efficiency in the corp.
FAQ
How much do Spotify employees get paid?
The base salaries of Spotify employee ranges from $60,000 to $260,00 for a variety of roles.
Does Spotify pay its employees better than its competitors?
Yes, Spotify does pay its employees higher than its competitors.
As per Employee Provident Fund Act of 1952, Employee Provident Fund (EPF) is a government instituted scheme where the employee and the employer contributes a certain amount of money to their accounts. This fund can be utilised post retirement or in case of emergencies like education, marriage, house maintenance etc.
This mandatory savings cum retirement scheme requires employees of eligible organisations to pay 12% of their basic pay into Provident Fund every month. However, in the wake of the pandemic, this number was reduced from 12% to 10% for non government employees.
The deposited money in EPF will earn interest on an annual basis. Upon meeting certain criteria, the employee can even withdraw the money prematurely.
Universal Account Number (UAN) is the key to all of your EPF related transactions. While you may have multiple EPF accounts as you change your organisation. Even then, the Universal Account Number will remain the same.
Through UAN, you can bring all your EPF accounts under an umbrella and keep them safe. They have a unique lock and key to protect your deposits and ensure that only you have access to the account.
UAN is a 12-digit number which is assigned by the Ministry of Labour and Employment and generated by the Employees Provident Fund Organisation (EPFO). As far as Indian companies are concerned your UAN will be printed on your salary slip right from the time they start to deduct money for the EPF.
Unlike before, you can withdraw your EPF online in case of any emergency or after retirement. While it may take a few days to get the amount credited to your account, it is still better than the offline hassle that you have to go through. You can choose whether you want to withdraw it partially or completely and proceed the application accordingly.
Before Starting
Make sure that your Universal Account Number is activated and that your phone number linked to your UAN is functional.
Ensure that your UAN is linked with your pan card and Aadhar card.
Keep ready your bank account details along with IFSC code.
Applying to Withdraw EPF online
Go to the EPFO e-SEWA portal. Login to the website using your UAN and password. If at all you forgot your password, you will have an option to reset it.
Click the ‘manage’ tab, go to ‘KYC’ option and verify if your details such as Aadhar card, pan card etc. are verified correctly.
Go to ‘Online Claims Section’ and click on ‘Claim (Form-31, 19 & 10C)’ from the drop down menu.
When the Claim screen appears, verify the details once again and enter the last four digits of your bank account number. And click on ‘verify’
Click ‘yes’ to accept the terms and conditions and sign the certificate of undertaking.
You can then proceed to click on ‘Proceed to Online Claim’.
In the online claim you will see a set of options under the menu ‘I want to Apply For’. Click on your required option like full EPF withdrawal, EPF part withdrawal etc. Only the options for which you are eligible will be shown.
Depending on the option you choose, you will have to enter your complete address, purpose of such advance etc. In case you have selected the ‘Advance Claim’ option, you might have to provide cheque book details along. This varies for various options.
Do upload the requested scanned document as necessary.
After accepting the subsequent terms and conditions, request for the OTP.
After you enter OTP, your application will automatically be submitted.
The amount will be credited only after your employer approves your request. After that it will take upto 20 days to credit the amount to your account.
After submission, you can also track the status of your application by logging into your account through EPFO e-SEWA portal.
Conclusion
Today, many people depend on EPF to fund their emergency requirements rather than depending on loans. These days, many non-government firms are providing provisions for EPF. The government is also taking initiatives to bring in a maximum number of people under the protection of EPF.
FAQ
Can I withdraw my PF without resigning?
No, Full withdrawal of EPF is not permitted before the retirement
Can I withdraw full PF amount?
No, you can withdraw 75 percent of provident fund balance if you remain unemployed for 1 month.
The President of a country is considered as the first citizen of that country. However, in some countries there would be a leader above the President. Some major countries are under the rule of a Prime Minister and would not have a President.
In addition to the salary, The President of India gets a lot of other benefits such as residence and other compensations. He also has special securities, a personal plane (Boeing 777-330 ERs aircraft) with Indian Air Force pilots, special cars for his travel, etc.
Here are the Salaries of Presidents of different countries.
The President of India receives the highest remuneration compared to any other Indian government officials. The President’s Salary per month is INR 5 Lakhs.
U.S.A
The President of the United States of America receives a remuneration of $400,000 (about INR 2 crores) per annum.
Afghanistan
The president of Afghanistan receives a remuneration of $13,400 (about INR 10 Lakh) per annum.
Albania
The president of Albania receives a remuneration of $ 19,665 (about INR 15 lakhs) per annum.
Algeria
The president of Algeria receives a remuneration of $ 168,000 (about INR 1.3 Crores) per annum.
Argentina
The president of Argentina receives a remuneration of $ 65,320 (about INR 48 lakhs) per annum.
Austria
The president of Austria receives a remuneration of $ 410,000 (about INR3 crores) per annum.
Bangladesh
The president of Bangladesh receives a remuneration of $ 17,100 (about INR 13 lakhs) per annum.
Brazil
The president of Brazil receives a remuneration of $ 102,524 (about INR 75 lakhs) per annum.
Central Africa Republic
The president of Central Africa Republic receives a remuneration of $ 42,524 (about INR 31 lakhs) per annum.
Chile
The president of Chile receives a remuneration of $ 196,000 (about INR 1.4 crores) per annum.
China
The president of China receives a remuneration of $ 22,000 (about INR 16 lakhs) per annum.
Columbia
The president of Colombia receives a remuneration of $ 134,676 (about INR 99 lakhs) per annum.
The president of Maldives receives a remuneration of $ 77,768 (about INR 56 lakhs) per annum.
Mauritius
The president of Mauritius receives a remuneration of $ 300,000 (about INR 2.1 crores) per annum.
Mexico
The president of Mexico receives a remuneration of $ 67,903 (about INR 49 lakhs) per annum.
Nepal
The president of Nepal receives a remuneration of $ 17,584 (about INR 12 lakhs) per annum.
Pakistan
The president of Pakistan receives a remuneration of $ 65,794 (about INR 48 lakhs) per annum.
Palestine
The president of Palestine receives a remuneration of $ 120,000 (about INR 87 lakhs) per annum.
Peru
The president of Peru receives a remuneration of $ 56,530 (about INR 41 lakhs) per annum.
Philippines
The president of Philippines receives a remuneration of $ 95,554 (about INR 69 lakhs) per annum.
Poland
The president of Poland receives a remuneration of $ 70,026 (about INR 51 lakhs) per annum.
Portugal
The president of Portugal receives a remuneration of $ 96,469 (about INR 70 lakhs) per annum.
Russia
The president of Russia receives a remuneration of $ 136,000 (about INR 99 lakhs) per annum.
Singapore
The president of Singapore receives a remuneration of $ 1,442,000 (about INR 10.5 crores) per annum.
South Africa
The president of South Africa receives a remuneration of $ 223,500 (about INR 1.6 lakhs) per annum.
Sri Lanka
The president of Sri Lanka receives a remuneration of $ 7,380 (about INR 5.4 lakhs) per annum.
Switzerland
The president of Switzerland receives a remuneration of $ 507,000 (about INR 3.7 crores) per annum.
Syria
The president of Syria receives a remuneration of $ 576,000 (about INR 4.2 crores) per annum.
Turkey
The president of Turkey receives a remuneration of $ 197,400 (about INR 1.4 crores) per annum.
United Arab Emirates
The president of United Arab Emirates receives a remuneration of $ 4,608, 273,000 (about INR 29,000 crores) per annum.
FAQ
Who decides salary of President of India?
The salary of President of India are fixed by the Parliament of India.
What is the salary of PM Narendra Modi?
The salary of PM Narendra Modi is ₹280,000 (US$3,900) per month.
What is the monthly salary of MLA in India?
The Average Monthly Salary of MLA in India is approximately 1 lakh.
Conclusion
The President of the United Arab Emirates receives the highest remuneration. The presidents of some countries receive a lot of other benefits other than Salaries. The president of The United States of America even receives a pension after the presidential term. The president also receives a budget of $100,000 for travelling and $19,000 for entertainment.
