Electronic trading major IG Group Holdings plc (LON:IGG) has just posted its Annual Report and Accounts for the year ended 31 May 2025.

The report contains information on directors’ remuneration for FY25, as well as Directors’ Remuneration Policy for FY26.

Details about Breon Corcoran’s remuneration for fiscal year 2025 can be found below:

Salaries for the CEO and CFO will be increased by 3% for FY26, to £824,000 for the CEO and to £592,250 for the CFO. This is in line with the average increase awarded to the wider IG UK workforce.

There is no change to pension and benefits allowances for the CEO and CFO for FY26. It will remain at 12% of base salary, which is in line with the rate for the wider workforce in the UK.

In FY26, the current Sustained Performance Plan (SPP) will be replaced with a more typical separate annual bonus and long-term scheme.

To reflect the increased risk profile of an LTIP to management there will be a modest increase (10%) in the overall headline incentive opportunity, with the aggregate incentive opportunity for the CEO being increased from 500% of base salary to 550% of base salary and from 400% to 440% of base salary for the CFO.

This will be split such that the annual bonus opportunity will be 200% and 160% of salary for the CEO and CFO respectively, with LTIP maximums equivalent to 350% and 280% of salary.

The headline LTIP opportunity will be converted into a fixed number of shares which will be awarded in each of the three Policy years. Under the proposed approach, the LTIP represents c.65% of total incentive opportunity versus 30% under the current SPP.

The annual bonus will be delivered 75% in cash and 25% in shares which will be deferred for a three-year period. The LTIP will be subject to a three-year performance period and a two-year holding period.

As part of its review the Remuneration Committee considered remuneration market data at relevant peers both in the wider FTSE and within the sector. The Committee took into account the nature of IG’s sector, the calibre of IG’s management team and the position of overall pay opportunity levels.

It is also worth noting that several of IG’s closest peers (with which it competes for talent) are based outside of the UK, including the US where pay levels are significantly higher.

For the three-year Policy cycle, award levels for the CEO and CFO will be 288,000 and 166,000 respectively. The fixed number of shares was determined using a six-month average share price to the end of FY25 (£10.02).

To further align management with shareholders and value creation, shareholding guidelines will be increased to 300% of salary for the CEO and 250% of salary for the CFO (both currently 200% of salary).