Strategic Report
Governance Report
Financial Statements
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Directors’ Remuneration policy
The Policy table: Base salary Pay element and purpose
Set out below is the Brooks Macdonald Directors’ Remuneration Policy (“the Policy”) which will be subject to a binding shareholder vote at the 2025 AGM on 28 October 2025. 1. Remuneration Policy principles • To provide a ‘pay for performance’ framework to attract and retain Executive Directors while driving and rewarding achievement of the business strategy; • To align remuneration outcomes with the delivery of our business strategy, objectives, values and long-term interests and outcomes of the Group’s employees, customers and shareholders; • To ensure that remuneration is set at an appropriate level, taking into account market rates and best practice; • To ensure the ratio between fixed and variable remuneration is appropriate and does not encourage excessive risk-taking; • To manage and mitigate potential conflicts of interest; • To support the Equality Act 2010 and deliver gender neutral remuneration outcomes; • To promote sound and effective risk management; and • To comply with all regulatory requirements.
Provides fixed remuneration at an appropriate level to attract, retain and engage talent.
Operation
Individual levels of base salary are reviewed annually with any increases normally effective from 1 July, unless there are reasons for increase at another time of the year. The review will take into account several factors including (but not limited to): • The Executive’s role, experience and skills; • The remuneration policies, practices and philosophy in place; • Business and individual performance; • Regulatory requirements; • Market data for similar roles and comparable companies; and • The economic environment. While there is no maximum increase or maximum salary amount, increases as a percentage of salary will normally be aligned to those of the wider workforce, although the Committee may determine that it is appropriate to make higher increases than this considering the factors set out above.
Opportunity
Pension Pay element and purpose
To provide a competitive level of retirement benefits.
Operation
Executive Directors receive a pension contribution which can either be paid into the Group’s defined contribution pension scheme, paid into an alternative pension scheme, or taken in cash (in part or in full). Pension contribution rate not more than that available to the workforce. Pension contributions will increase from 6% of base salary earnings to 9% of base salary earnings at 1 January 2026.
Opportunity
Benefits Pay element and purpose
To provide a competitive level of insured and other benefits.
Operation
Executive Directors receive non-contractual benefits which presently include private medical insurance, income protection insurance, life assurance, critical illness insurance, as well as an annual health assessment and access to a green vehicle through a company scheme. The Committee may provide other benefits including (but not limited to) location or relocation expenses, tax equalisation and support in meeting specific costs incurred by Executives where it deems this to be appropriate. The Committee reviews benefit eligibility and cost periodically.
Brooks Macdonald Group plc Annual Report and Accounts 2025
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