Breakdown | |||||
TTM | Sep 2024 | Sep 2023 | Sep 2022 | Sep 2021 | Sep 2020 |
---|---|---|---|---|---|
Income Statement | Total Revenue | ||||
0.00 | 0.00 | 0.00 | 0.00 | 0.00 | 0.00 | Gross Profit |
-38.17K | 0.00 | -118.49K | -121.79K | -109.46K | -110.32K | EBIT |
-30.87M | 0.00 | -32.13M | -35.34M | -36.91M | -23.12M | EBITDA |
-32.41M | 0.00 | -26.46M | -35.08M | -36.71M | -23.01M | Net Income Common Stockholders |
-31.11M | 0.00 | -26.58M | -35.10M | -36.81M | -23.45M |
Balance Sheet | Cash, Cash Equivalents and Short-Term Investments | ||||
21.69M | 126.76M | 148.08M | 57.08M | 194.93M | 56.32M | Total Assets |
22.33M | 128.11M | 149.12M | 169.50M | 198.17M | 80.58M | Total Debt |
7.49M | 329.26K | 80.33K | 209.83K | 330.97K | 59.09K | Net Debt |
-14.20M | -103.38M | -33.62M | -56.87M | -137.49M | -56.26M | Total Liabilities |
8.96M | 3.51M | 3.50M | 2.39M | 4.16M | 1.33M | Stockholders Equity |
13.37M | 128.11M | 145.63M | 167.12M | 194.01M | 79.24M |
Cash Flow | Free Cash Flow | ||||
-22.47M | -22.72M | -19.78M | -28.70M | -25.42M | -16.98M | Operating Cash Flow |
-22.47M | -22.72M | -19.78M | -28.70M | -25.42M | -16.98M | Investing Cash Flow |
79.98M | 91.79M | -3.53M | -52.35M | -35.01M | -21.74M | Financing Cash Flow |
733.06K | 925.51K | -68.16K | 252.74K | 141.99M | 41.78M |
Name | Overall Rating | Market Cap | P/E Ratio | ROE | Dividend Yield | Revenue Growth | EPS Growth |
---|---|---|---|---|---|---|---|
79 Outperform | $9.89B | 19.44 | 23.13% | ― | 18.49% | 176.71% | |
54 Neutral | $6.93B | ― | -80.35% | ― | ― | -10.89% | |
48 Neutral | $6.36B | 1.28 | -45.04% | 2.64% | 19.24% | 1.69% | |
46 Neutral | $462.83M | ― | -35.41% | ― | -39.92% | 7.38% | |
36 Underperform | $35.60M | ― | 41.08% | ― | -0.55% | 49.85% | |
32 Underperform | $67.47M | ― | -23.98% | ― | ― | -19.93% | |
25 Underperform | $1.91B | ― | -198.83% | ― | ― | -65.63% |
ESSA Pharma Inc. has introduced a new Severance Plan, replacing previous cash severance benefits for certain executive officers. This plan offers cash severance ranging from 1 to 1.5 times an officer’s base salary, with additional compensation for the CEO, tied to events like a Change in Control. The plan aims to retain key executives by providing economic security in case of qualifying terminations, ensuring stability and encouraging dedication to the company’s growth.