Remuneration Committee report continued
Base salary and benefits The Executive Directors’ salaries were increased by 3% in line with the average level of increase applied to the workforce over the year, reflecting that the Company operates a targeted approach to salary increases, rather than an inflationary approach. The are no changes to pension and benefits except for the increase in employer pension contribution to 9% effective 1 January 2026 and applicable for the workforce as a whole.
FY26 annual bonus Annual bonus maximum opportunity remains at 150% of salary for both of the Executive Directors. There are no changes to the measures and weightings for the annual bonus from FY25.
Non-Executive Director remuneration for the financial year ending 30 June 2026 The fee for the Chair of the Board and the Non-Executive Director base fee increased by 2% from the beginning of FY26. There are no immediate changes to the other fees, pending a review in FY26. Fee structure between FY25 and FY26 is shown in the below table.
FY26 £’000
FY25 £’000
Change in fees
224.4
Chair fee
220.0
2.0% 2.0% 0.0% 0.0% 0.0%
71.4 12.5 12.5
Non-Executive Director base fee Senior Independent Director fee
70.0 12.5 12.5
Weighting within overall bonus
Financial category
Category measure(s)
Committee Chair fee
5.0
Investment Committee attendance fee
5.0
Revenue
FY26 Gross revenues target (£m)
20.0% 20.0% 6.67% 6.67% 6.67%
Flows
Net (organic) flows as a % of opening FUM (%)
Compliance with the FCA Remuneration Code (SYSC19.G) The Committee reviews the Group’s remuneration policies and practices against the requirements of the MIFIDPRU Remuneration Code on an annual basis to ensure that the policies and the way in which they are implemented remain appropriate and proportionate to the nature, scale and complexity of the risks that exist in the Group’s business model and activities. Votes received on the Directors’ Remuneration report at the 2024 AGM
Underlying PBT (£m) Underlying PBT margin (%) Cost / income ratio (%)
Profit and Operating Efficiency
2025 LTIP There is no change in LTIP award opportunity level from the 2024 LTIP grants with both Executive Directors at 200% of salary. A review of long-term incentive measures is currently underway for the upcoming 2025 LTIP awards and is nearing completion. This review has been undertaken to ensure the 2025 LTIP effectively measures and incentivises the delivery of the key business priorities over the next three years. The Committee will engage shareholders for feedback on changes to any measures prior to their implementation and full details of measures and target ranges will be disclosed as appropriate at the time of LTIP grant in autumn 2025.
The targets and associated ranges for the above measures are considered price sensitive and will be fully disclosed in the FY26 Annual Remuneration Report, along the with Committee’s outturn assessment. The 60/40 scorecard weighting between financial and non-financial objectives will continue to operate with non-financial measures remaining focused on the categories of strategy and growth, client, people and risk.
Votes against
Votes for
%
%
Approval of the Directors’ Remuneration report
12,897,275
97.86%
282,145
2.14%
Approval This report in its entirety has been approved by the Committee and the Board of Directors on its behalf by:
John Linwood Remuneration Committee Chair 3 September 2025
94
Brooks Macdonald Group plc Annual Report and Accounts 2025
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