Major IG Group Holdings PLC (LON: IgG) online trading just published the Annual Report and Accounts for the year ended on May 31, 2025.
The report contains information on the remuneration of managers for FY25, as well as the Policy of the Directors’ remuneration for FY26.
Details of Breon Corcoran’s remuneration for the financial year 2025 can be found below:
Wages for CEO and CFO will increase by 3% for FY26, to £ 824,000 for the Managing Director and to £ 592.250 for the CFO. This is in line with the average increase awarded to the wider workforce of IG UK.
There is no change in the pension and benefits benefits for the Managing Director and the CFO for FY26. It will remain at 12% of the basic salary, which is in line with the percentage of the wider workforce in the United Kingdom.
In FY26, the current prolonged performance plan (SPP) will be replaced with a more typical separate annual bonus and long -term system.
To reflect the increased risk profile of an LTIP in the administration, there will be a moderate increase (10%) in the overall incentive opportunity, with the overall incentive opportunity to increase the CEO from 500% of the basic salary to 550% of the basic salary and from 400% to 440% of the CFO salary.
This will be separated so that the annual bonus opportunity is 200% and 160% of the salary for the Managing Director and the CFO respectively, with LTIP maximums equivalent to 350% and 280% of the salary.
The LTIP Opportunity will turn into a fixed number of shares that will be awarded in each of the three political years. According to the proposed approach, LTIP accounts for 65% of the total incentives against 30% under the current SPP.
The annual bonus will be delivered 75% to cash and 25% in shares that will be postponed for a three -year period. LTIP will be subject to a three -year performance and two -year participation period.
As part of its review, the remuneration committee examined the remuneration data on related peers in both the wider FTSE and the sector. The Commission took into account the nature of the IG sector, the IG management team caliber and the position of overall levels of payment opportunities.
It is also worth noting that many of the closest IG peers (with which they compete for talent) are based outside the United Kingdom, including the US where fees are significantly higher.
For the three -year political cycle, the assignment levels for the Managing Director and the CFO will be 288,000 and 166,000 respectively. The fixed number of shares was determined using an average stock price of six months by the end of FY25 (£ 10.02).
For further alignment of management with shareholders and value creation, the shares guidelines will increase to 300% of the salary for the Managing Director and 250% of the salary for CFO (and 200% of the salary).