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Share performance graph The below chart compares Brooks Macdonald performance to that of the FTSE Small Cap index. Total shareholder return
FY25 CEO and employee pay ratio UK regulations require Main Market listed
identifies the lower quartile, median and upper quartile employee pay levels using the Company’s latest gender pay gap reporting population. The use of Option B, rather than Option A, reflects that FY25 bonus information is not available at the time of report drafting.
companies with more than 250 UK employees to publish the relative level of pay received by the Chief Executive compared to employees using a ratio. Of the acceptable reporting methodologies, the Company has adopted reporting Option B as the basis for presenting its FY25 CEO and employee pay ratio, which
120
110
100
90
CEO Single Figure (£’000s)
25th Percentile pay ratio
75th Percentile pay ratio
Median pay ratio
30 Jun 21
30 Jun 22
30 Jun 23
30 Jun 24
30 Jun 25
80
Year
Method
Brooks Macdonald Group
FTSE Small Cap
1,032
B
22:1
13:1
6:1
2025
CEO – Five-year single figure total remuneration table The table below sets out the total
earned and the vesting of long-term incentives as a percentage of the maximum (relating to the performance periods ending in that year).
Supporting Information
25th Percentile (£)
Median (£)
75th Percentile (£)
Year
remuneration for the Group CEO over the same five-year period as for the chart above, together with the percentage of annual bonus
40,833
64,167
99,167
2025
Salary
Total pay and benefits
46,877
76,711
177,283
2025
FY25 3 CEO - Andrea Montague AIM / Main Market
FY25 3 CEO - Andrew Shepherd
The quartile positions were identified using the 5 April 2024 gender pay gap snapshot date that formed the basis of the latest gender pay gap results published by the Company in April 2025. The earnings published for these quartiles reflect the earnings of the identified employees in the FY25 reporting period. This basis aligns the reporting timeframe of employee pay with that of the CEO remuneration reported in the FY25 Single Figure Table. The Committee is satisfied that the individuals identified within each relevant percentile appropriately reflect the employee pay profiles at those quartiles and that the overall picture presented by the ratios is consistent with the
pay and reward policies in place. Due to the CEO’s relatively recent appointment, no value is currently attributed for LTIP due to her recent grants being currently unvested. The first LTIP performance assessment for CEO, which will determine the first LTIP value reported for the CEO pay ratio, will be her 2023 LTIP with the performance period ending in FY26. The portion of this LTIP that vests will be reported in the FY26 Single Figure Table. It should therefore be expected that the ratio will widen next year in the normal course of events when this additional element becomes reportable and that the ratio will vary from year to year because of the variable pay elements included in the Chief Executive’s remuneration.
FY21 1
FY22
FY23
FY24
Listing
AIM AIM AIM AIM
AIM
Single figure remuneration (£’000) Annual bonus payout (% of maximum)
549
1,419
878
946
1,032
177
0.0
87.3
67.5
68.5
79.0
N/A
Vesting of LTIP (% of maximum) 2
25.0
25.0
25.0
10.0
N/A
10.0
1 For FY21 no bonus was paid to the Chief Executive for that reporting period, Caroline Connellan, who resigned on 27 May 2021 and did not receive a bonus payment. The wider Executive Director bonus outturn in that year was 80% of maximum. Had the bonus been payable at 80% of maximum, the normalised view of the single figure would have been £986k. 2 A performance LTIP was introduced in 2021. The performance outturns from the 2021 and 2022 performance LTIPs are reported against FY24 and FY25, respectively, at the point performance was assessed. The LTIP outturn percentages reported for FY21 to FY23 in the table, are normalised values for comparison purposes only, that show the value of the non-performance (RSU-based) LTIPs from the perspective of performance LTIPs where maximum opportunity is 200% of base salary. 3 For FY25, the table illustrates the full year of fixed pay and FY25 bonus for the current CEO Andrea Montague and reflects that she was not eligible for a vesting LTIP award in the period. For the former Chief Executive, Andrew Shepherd, who stepped down from being a Director at 30 September 2024, the table reflects his fixed pay for the three-month period he was a Director, the value of his vesting 2022 LTIP award and that he did not receive an FY25 bonus award.
Brooks Macdonald Group plc Annual Report and Accounts 2025
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