At the shareholders meeting scheduled for May 27, 2026, the remuneration limit for directors will be revised to up to JPY 2.5 billion per year, introducing a performance-linked stock compensation system (PSU & RSU). The trust period is planned to be extended from August 1, 2026, to the end of July 2029.<\/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,"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":"3382","jir_company_name":"Seven & i Holdings Co., Ltd.","jir_importance":"\u2605\u2605\u2605\u2605\u2606","jir_publication_date":"2026-04-16","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/04\/3382-20260416-02.pdf","jir_short_summary":"At the shareholders meeting scheduled for May 27, 2026, the remuneration limit for directors will be revised to up to JPY 2.5 billion per year, introducing a performance-linked stock compensation system (PSU & RSU). The trust period is planned to be extended from August 1, 2026, to the end of July 2029.","jir_summary":"### Overview of New Executive Compensation System\nSeven & i Holdings Co., Ltd. formulated a new executive compensation system at the Board of Directors meeting held on April 16, 2026, and plans to propose a resolution to revise remuneration amounts and introduce a new stock compensation system at the 21st Annual General Meeting of Shareholders on May 27, 2026. The new system is fundamentally performance-linked (pay-for-performance) and consists of fixed remuneration, performance-linked bonuses, performance condition-type stock compensation (PSU), and service condition-type stock compensation (RSU). The performance evaluation period is three fiscal years, emphasizing mid- to long-term corporate value enhancement. RSUs will also be granted to outside directors to promote value sharing with shareholders.\n\n### Revision of Remuneration Limits and Extension of Trust Period\nThe monetary remuneration limit for directors will be increased from JPY 2.0 billion to JPY 2.5 billion per year, while the limit for outside directors remains at JPY 0.5 billion. The maximum number of shares for post-delivery stock compensation is set at 4,500,000 shares annually for directors (PSU 4,000,000 shares, RSU 500,000 shares) and 45,000 shares (RSU) for outside directors. The trust period is scheduled to be extended for three years from August 1, 2026, to the end of July 2029, utilizing a BIP trust to implement stock compensation. The remuneration committee ensures transparency while designing compensation at a global standard level, enhancing incentives toward improving corporate value.","jir_financial_highlights":"Remuneration limit for directors (fixed remuneration and performance-linked bonuses): Up to JPY 2.5 billion per year (up to JPY 0.5 billion per year for outside directors) (Increased from previous JPY 2.0 billion)\nMaximum number of shares for post-delivery stock compensation (directors): 4,500,000 shares (PSU 4,000,000 shares, RSU 500,000 shares) (Unspecified)\nMaximum number of shares for post-delivery stock compensation (outside directors): 45,000 shares (RSU) (Newly established)\nTrust period: August 1, 2026 \u2013 end of July 2029 (planned) (Extension)","jir_category":"","jir_hashtags":"#SevenAndiHoldings, #ExecutiveCompensationSystem, #ShareholdersMeeting","jir_key_figures":"Director remuneration limit: Up to JPY 2.5 billion per year (up to JPY 0.5 billion for outside directors)\nPost-delivery stock compensation limit: 4,500,000 shares (PSU 4,000,000 shares, RSU 500,000 shares)\nTrust period: August 1, 2026 \u2013 end of July 2029 (planned)","jir_meta_title":"[Seven & i] Revision of Executive Compensation System and Introduction of Stock Compensation | May 2026","jir_meta_description":"Seven & i Holdings will revise the director remuneration limit to JPY 2.5 billion per year and introduce a performance-linked stock compensation system at the May 2026 shareholders meeting. The trust period is planned to be extended for three years from August 2026.","jir_og_title":"[Seven & i] Revision of Executive Compensation System and Introduction of Stock Compensation | May 2026","jir_og_description":"The director remuneration limit is increased to JPY 2.5 billion, and a performance-linked stock compensation system is newly established. The trust period is scheduled to be extended from August 2026 to July 2029.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":6857,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-41097","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n