Remuneration report

"Rewarding performance."

As an AIM-listed entity, the Company is not required to comply with Schedule 8 of the Large and Medium-sized Companies and Groups (Accounts and Reports) Regulations 2008 as amended, nor the principles in respect of Directors’ remuneration in the UK Corporate Governance Code 2018. Nevertheless, the Board recognises the importance of providing shareholders with appropriate information with respect to Executive remuneration. The latest Directors' Remuneration Report can be found on pages 40 to 44 of the Annual Report and Accounts 2021.

The Company’s remuneration principles are as follows:

  • remuneration structures should be appropriate to the business, efficient and cost effective in delivery;
  • complexity is discouraged in favour of simple and understandable remuneration structures;
  • remuneration structures should seek to align Executive and shareholder interests including through a meaningful level of personal shareholding;
  • remuneration structures should promote long-term focus through features such as deferral and measuring performance over the long term;
  • structures should include performance adjustments (malus) and/or clawback provisions;
  • pay should be aligned to the long-term sustainable success and the desired corporate culture throughout the organisation with increases in base salary of Executives being aligned to those of the wider workforce; and
  • the Remuneration Committee ensures that rewards properly reflect business performance.