FDJ shareholders approve 2025 executive remuneration policy
The remuneration framework maintains fixed annual salaries at existing levels, with the Chairwoman and CEO receiving €384,000, and the Deputy CEO earning €297,600.
Key points:
– FDJ shareholders approved the executive remuneration policy with 93.66% support
– A long-term incentive plan was established, with performance shares tied to EBITDA, shareholder return and sustainability metrics
– The Board also authorised a share buyback program to acquire up to 455,000 shares, supporting long-term incentive plans and employee shareholding programs
FDJ has announced the approval of its 2025 remuneration policy for corporate directors following a strong majority vote (93.66%) at its Combined General Meeting on 22 May 2025.
The policy applies to the Chairwoman and CEO, the Deputy CEO and all other directors – aiming to align executive compensation with FDJ’s long-term value creation, stakeholder interests and sustainability goals.
The policy maintains fixed remuneration at €384,000 ($435,000) for the Chairwoman and CEO, and €297,600 for the Deputy CEO, with no revisions planned during their current terms.
Annual variable remuneration is performance-based and can reach up to 130% of fixed pay, contingent on achieving a balance of financial (60%) and non-financial (40%) targets.
Key performance indicators include recurring EBITDA, revenue growth, cash conversion, corporate social responsibility (CSR) milestones, gender diversity in leadership and strategic project execution, such as digital migration and player database integration.
Good to know: CSR and responsible gaming (RG) considerations remain central; the CSR/RG performance must meet minimum thresholds for executives to achieve bonus payouts above 100%
FDJ also reaffirmed its long-term incentive (LTI) plan for 2025–2027, allocating performance shares to executives based on three-year targets including recurring EBITDA, shareholder returns (TSR, EPS), revenue growth in online gambling and CSR/RG impact.
The LTI plan is capped at 0.6% of company capital, with a maximum of 15% earmarked for executive directors.
The Board of Directors simultaneously authorised the implementation of a share buyback program to support the performance share plan and employee shareholding initiatives, targeting the acquisition of up to 455,000 shares over three years.
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