The Board approved revisions to the executive compensation system. The payment conditions and calculation methods for performance-linked compensation for the Representative Director Chairman, Representative Director President, and Director Vice Chairman have been reviewed, and the effective period will commence from the 28th fiscal year (2026\/7\/1\u20132027\/6\/30).<\/p>\n","protected":false},"comment_status":"open","ping_status":"closed","template":"","meta":{"Ticker":"","DATE":"","longName":"","company_name_ja":"","fullTimeEmployees":0,"address":"","phone":"","website":"","industry":"","sector":"","regularMarketPrice":0,"financialCurrency":"","marketCap":0,"fiftyTwoWeekLow":0,"fiftyTwoWeekHigh":0,"epsTrailingTwelveMonths":0,"epsForward":0,"bookValue":0,"totalRevenue":0,"OperatingIncome":0,"operatingMargins":0,"NetIncome":0,"profitMargins":0,"ebitda":0,"trailingPE":0,"forwardPE":0,"priceToBook":0,"returnOnEquity":0,"recommendationMean":0,"recommendationKey":"","targetMeanPrice":0,"numberOfAnalystOpinions":0,"analyst_earnings_data":"","dividendRate":0,"dividendYield":0,"payoutRatio":0,"totalEsg":0,"environmentScore":0,"socialScore":0,"governanceScore":0,"title":"","providerPublishTime":"","link":"","longBusinessSummary":"","longBusinessSummary_ja":"","quarterly_revenue":0,"quarterly_net_income":0,"quarterly_operating_profit":0,"enterprise_value":0,"price_fetched_at":"","company_officer_1_name":"","company_officer_1_title":"","company_officer_2_name":"","company_officer_2_title":"","company_officer_3_name":"","company_officer_3_title":"","company_officer_4_name":"","company_officer_4_title":"","company_officer_5_name":"","company_officer_5_title":"","company_officers_update_time":"","get_dividend_history_year1":0,"get_dividend_history_year2":0,"get_dividend_history_year3":0,"get_dividend_history_year4":0,"get_dividend_history_year5":0,"get_dividend_history_year6":0,"get_dividend_history_year7":0,"get_dividend_history_year8":0,"get_dividend_history_year9":0,"get_dividend_history_year10":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"jir_stock_code":"3660","jir_company_name":"istyle Inc.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-10-20","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/10\/3660-20261020-02.pdf","jir_short_summary":"The Board approved revisions to the executive compensation system. The payment conditions and calculation methods for performance-linked compensation for the Representative Director Chairman, Representative Director President, and Director Vice Chairman have been reviewed, and the effective period will commence from the 28th fiscal year (2026\/7\/1\u20132027\/6\/30).","jir_summary":"### Summary of the Revision\nistyle Inc. has revised its policy for determining executive compensation to sustainably enhance shareholder value. While retaining consolidated operating income and net income attributable to owners of parent as performance indicators for performance-linked compensation, the payment conditions and calculation methods will be reviewed on an individual basis. Payments to the Representative Director Chairman, Representative Director President, and Director Vice Chairman will vary according to achievement rates, and caps will be established.\n\n### Application and Composition Ratios\nThe revision will be applied from the 28th fiscal year. As a guideline assuming 100% achievement, the composition ratios by compensation type are: Representative Director Chairman \u2014 fixed 71% \/ performance-linked 14% \/ equity 14%; Representative Director President \u2014 fixed 74% \/ performance-linked 7% \/ equity 19%; Director Vice Chairman \u2014 fixed 83% \/ performance-linked 0% \/ equity 17%. Specific payment caps are set for each position.","jir_financial_highlights":"Effective Period: 28th fiscal year (2026-07-01\u20132027-06-30) (Newly Applied)","jir_category":"","jir_hashtags":"#istyle, #ExecutiveCompensation, #IR_Not_Earnings_But_Organization_Personnel","jir_key_figures":"Effective Period: 28th fiscal year (2026-07-01\u20132027-06-30)\nPerformance-linked Compensation Cap for Representative Director Chairman: 40,000,000 yen\nCap for Representative Director President: 50,000,000 yen\nCap for Director Vice Chairman: 25,000,000 yen","jir_meta_title":"istyle Inc. Announces Revision to Executive Compensation System | October 2026","jir_meta_description":"istyle Inc. has resolved to revise its executive compensation system. Payment conditions and calculation methods for performance-linked compensation for the Representative Director Chairman, President and Vice Chairman have been changed, with the effective period starting July 1, 2026. Details of caps and composition ratios are explained.","jir_og_title":"istyle Inc. Revises Executive Compensation System | October 20, 2026","jir_og_description":"Announcement of revisions to the executive compensation system. Payment conditions and calculation methods for performance-linked compensation for the Representative Director Chairman, President and Vice Chairman have been reviewed, effective from the 28th fiscal year, with caps established.","jir_og_image_url":"\/assets\/og\/company-executive_change.jpg","jir_chart_data_collection":"[]","ir_related_company":17420,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-132853","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n