Increase in Stock-Based Compensation Ratio and Change to an Annual Grant Cap of 100,000 Points
First written in FY2025. 1 of 2 entries say "Advanced", first in FY2026. Latest entry: FY2026.
The whole theme swung hardest in 2024: 8 of 45 companies on the "Worse" side.
22 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「At the Company's 90th Annual General Meeting of Shareholders held on 25 June 2025, a stock-based compensation framework was established under which the Company will deliver its shares to directors, with a total limit of 300,000 points over 3 fiscal years (1 point = 1 share) and a total annual limit of 100,000 points per fiscal year.」
Regarding the increase in the stock-based compensation ratio and the change to an annual limit of 100,000 points disclosed in the previous filing, the Company disclosed the establishment of the stock-based compensation framework at the Annual General Meeting of Shareholders and its operating results for the fiscal year. - FY2025First statedAnnual report
「We decided to change the policy for determining the details of individual directors' compensation and other remuneration by reducing the proportion of basic compensation as fixed remuneration and increasing the proportion of stock-based compensation, thereby creating incentives for greater medium- to long-term share price appreciation. …The annual limit on points granted to each director per fiscal year will be increased from 54,600 points to 100,000 points (1 point = 1 share), and the monetary limit of ¥105 million over 3 fiscal years will be eliminated.」
At a meeting of the Board of Directors held on 11 April 2025, the Company decided to change its compensation mix by reducing the fixed compensation ratio and increasing the stock-based compensation ratio, and indicated a policy of raising the annual point limit from 54,600 points to 100,000 points and eliminating the monetary limit over 3 fiscal years. These changes are subject to approval at the Annual General Meeting of Shareholders.