Hitachi, Ltd.
Notice Regarding Revision of Stock Compensation Plan for Executives
Hitachi, Ltd. has decided, as of March 23, 2026, to transition the stock compensation plan for executives to RSU and PSU schemes, aiming to enhance long-term corporate value.
Key Figures
- Revision Announcement Date: March 23, 2026
- RSU Grant Ratio: Equivalent to 30% of the mid-to-long term incentive compensation base amount
- PSU Grant Ratio: Equivalent to 70% of the mid-to-long term incentive compensation base amount
AI要約
Overview of Revision to Stock Compensation Plan for Executives
Following the introduction of the employee stock compensation plan disclosed on March 23, 2026, Hitachi, Ltd. has resolved to revise the stock compensation plan for executives by transitioning from the conventional Restricted Stock (RS) scheme to the Restricted Stock Units (RSU) and Performance Stock Units (PSU) schemes. This revision establishes a compensation mechanism linked to the long-term enhancement of corporate and shareholder value, creating a globally unified compensation structure. The RSU scheme vests over three fiscal years, while the PSU scheme awards shares based on the achievement level of KPIs.
Purpose of the Revision and Future Outlook
The purpose of this revision is to clarify executives’ commitment to long-term corporate value enhancement and promote value sharing with shareholders. The PSU scheme evaluates achievement levels of stock price conditions, ROIC, and sustainability targets stated in the management plan “Inspire 2027,” delivering shares without transfer restrictions after the evaluation period. This structure more clearly reflects management responsibility and performance in compensation. The RSU scheme introduced in fiscal 2024 will continue.
