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Stock-based Compensation Plans | 9 Months Ended
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Sep. 30, 2025
Share-Based Payment Arrangement [Abstract] |
Stock-based Compensation Plans | 7. STOCK-BASED COMPENSATION PLANS On February 18, 2025, our Board of Directors approved the replacement of the Churchill Downs Incorporated 2016 Omnibus Stock Incentive Plan (the "2016 Plan") with a new plan, the Churchill Downs Incorporated 2025 Omnibus Stock and Incentive Plan (the "2025 Plan"). The 2025 Plan was approved by shareholders at the Company's 2025 Annual Meeting of Shareholders held on April 22, 2025, and no further awards will be granted under the 2016 Plan. We have stock-based employee compensation plans with awards outstanding under the 2016 Plan, the 2025 Plan, and the Executive Long-Term Incentive Compensation Plan, which was adopted pursuant to the 2016 Plan. Our total stock-based compensation expense, which includes expenses related to restricted stock awards ("RSAs"), restricted stock unit awards ("RSUs"), performance share unit awards ("PSUs"), and stock options associated with our employee stock purchase plan was $7.4 million and $18.2 million for the three months and nine months ended September 30, 2025 and $7.1 million and $23.2 million for the three months and nine months ended September 30, 2024, respectively. At September 30, 2025 and December 31, 2024, the Company had $9.0 million and $25.0 million, respectively, recorded as liability-classified awards, which are included in accrued expense and other liabilities in the accompanying Condensed Consolidated Balance Sheets. During the nine months ended September 30, 2025, the Company awarded RSUs to employees, as well as RSUs and PSUs to certain named executive officers ("NEOs"), and RSAs and RSUs to directors. The vesting criteria for the PSU awards granted in 2025 were based on a three-year service period with two performance conditions and a market condition related to relative total shareholder return ("TSR") consistent with prior year grants. The total compensation cost we will recognize under the PSUs is determined using the Monte Carlo valuation methodology, which factors in the value of the TSR market condition when determining the grant date fair value of the PSU. Compensation cost for each PSU is recognized during the performance and service period based on the probable achievement of the two performance criteria. The PSUs can be converted into shares of our common stock at the time the PSU award value is finalized. A summary of the RSAs, RSUs and PSUs granted during 2025 is presented below (units in thousands):
Grant Year |  | Award Type |  | Number of Units Awarded(1) |  | Vesting Terms
2025 |  | RSU |  | 161 |  | Vest equally over three service periods ending in 2027
2025 |  | PSU |  | 87 |  | Three-year performance and service period ending in 2027
2025 |  | RSU |  | 12 |  | One-year service period ending in 2025
2025 |  | RSA |  | 2 |  | One-year service period ending in 2025
(1) PSUs reflect the target number of units for the original PSU grant.

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