Stock-Based Compensation

12 Months Ended

Dec. 31, 2025

Share-Based Payment Arrangement [Abstract]

We have cash-based and stock-based incentive compensation plans that can be awarded for key employees, which are designed to reward short and long-term contributions and used as retention incentives for key senior management. We grant stock-based awards in the form of restricted stock units that are generally settled with the issuance of Class A shares. We grant performance phantom stock units that are treated as liability-based awards and are generally settled in cash. The vesting periods generally range between one and five years from the grant date. Expenses associated with these awards are recognized over each respective vesting period.

Performance and Retention Awards

The Albany International 2017 and 2023 Long-term Incentive Plans provide senior executive members of management with incentive compensation based on achieving certain performance or service measures. Awards can be settled in cash or shares of Class A Common Stock. If the settlement is in the form of Class A Common Stock, participants may elect to receive shares net of applicable income taxes.

Multi-Year Performance Plan Awards

Long-term performance incentives were granted to executives as multi-year performance plan ("MPP") awards in each of 2023, 2024. Beginning in 2025, long-term performance incentive awards took the form of restricted stock unit award. Each of the MPP awards vests three years after the grant date, and the extent of payout is dependent upon the achievement of certain performance metrics during the three-year performance period, as defined by the Compensation Committee of the Board of Directors. Settlement of the awards are scheduled to occur no later than 90 days after the end of the performance period. If a participant terminates employment prior to the award becoming fully vested, the participant forfeits either their entire award or a pro rata portion of the MPP award. The grant date share price is determined when the awards are approved by the Compensation Committee of the Board of Directors each year and that price is used to measure the cost for the share-based portion of an award. MPP awards are generally settled in shares. Expense associated with these awards is recognized over the vesting period. and is adjusted quarterly based on estimated achievement of performance metrics. In connection with these awards, we recognized (income)/expense of ($2.1) million in 2025, $1.6 million in 2024 and $5.1 million in 2023. Based on current estimates of achievement of certain performance metrics, we anticipate recognizing $0.1 million of expense in 2026 and 2027.

Restricted Stock Unit Awards

Long-term restricted stock unit awards (“RSU”) were granted to executives and other eligible employees which vest annually and settle in shares no later than 90 days after the vesting period ends. The grant date share price is the date when the award is approved by the Compensation Committee of the Board of Directors and is used to measure the cost of the award. We recognized $6.5 million of expense in 2025 associated with RSU’s, $2.6 million in 2024, and $4.2 million in 2023. Based on RSU’s outstanding at December 31, 2025, we expect to record approximately $3.4 million of expense in 2026 and $1.4 million of expense in 2027.

As of December 31, 2025, there were 1,341,905 shares of Company stock authorized for the payment of awards under these plans. Information with respect to these plans is presented below:


(in thousands, except number of shares and weighted average grant date value per share)	Number of shares	Weighted average grant date value per share		Year-end intrinsic value
Shares potentially payable at January 1, 2023	135,941	$	79.11	$	10,754
Forfeitures	(9,035)	$	92.02
Payments	(112,279)	$	86.35
Shares accrued based on 2023 performance	124,181	$	92.52
Shares potentially payable at December 31, 2023	138,808	$	84.41	$	11,717
Forfeitures	(14,689)	$	92.02
Payments	(77,782)	$	89.44
Shares accrued based on 2024 performance	81,468	$	91.80
Shares potentially payable at December 31, 2024	127,805	$	85.69	$	10,952
Forfeitures	(39,057)	$	87.50
Vesting	(59,180)	$	87.62
Grants	195,506	$	72.45
Shares accrued based on 2025 performance	21,226	$	88.33
Shares potentially payable at December 31, 2025	246,300	$	79.34	$	19,541

Performance Phantom Stock

Long-term cash retention incentives with a performance component were granted to members of management as Phantom Stock Plan ("PSP") awards. Awards under this plan vest over a 3 to 5 year period and are paid annually in cash based on current market prices of the Company’s stock. Under this program, employees may earn more or less than the target award based on the Company’s results in the year of the award. Expense recognized for this plan amounted to $3.3 million in 2025, $5.4 million in 2024, and $7.8 million in 2023. Based on awards outstanding at December 31, 2025, we expect to record approximately $2.3 million of compensation cost from 2026 to 2028. The weighted average period for recognition of that cost is approximately 1.4 years.

Non-employee Director stock compensation

The Company’s independent Directors are paid an annual retainer, of which a certain amount is required to be paid in shares. The total number of shares paid to each independent Director is determined by the share closing price on the day of the Annual Meeting at which the election of Directors occurs. This resulted in compensation expense of $0.8 million in 2025, $1.2 million in 2024, and $1.1 million in 2023 in the form of shares.