Daicel plans to seek approval at the shareholders’ meeting in June 2026 for a performance-linked stock compensation system for directors (excluding outside directors). The company announced the introduction of the system aimed at enhancing medium- and long-term corporate value and strengthening incentives.<\/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":"4202","jir_company_name":"Daicel Corporation","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-05-12","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/4202-20260512-04.pdf","jir_short_summary":"Daicel plans to seek approval at the shareholders' meeting in June 2026 for a performance-linked stock compensation system for directors (excluding outside directors). The company announced the introduction of the system aimed at enhancing medium- and long-term corporate value and strengthening incentives.","jir_summary":"### Overview of the System\nDaicel intends to introduce a performance-linked stock compensation system for directors (excluding outside directors), aiming for approval at the shareholders\u2019 meeting in June 2026. The system grants shares based on performance metrics during evaluation periods to promote the enhancement of corporate value and foster directors\u2019 motivation for medium- and long-term contributions. The maximum number of shares and amounts to be granted are set, with details to be confirmed through future shareholder resolutions.\n\n### Significance and Future Outlook of the System\nThis system is positioned as an incentive to promote value sharing between shareholders and directors and to support the company\u2019s sustainable growth. Its introduction is expected to increase the performance linkage of directors and facilitate the promotion of medium- and long-term growth strategies. After approval at the June 2026 shareholders' meeting, the specific operation and effectiveness of the system will be implemented, contributing to future corporate value enhancement.","jir_financial_highlights":"Director Compensation Limit: Within 640 million yen annually (within 140 million yen for outside directors) (Unknown)\nGrant of Restricted Stock with Transfer Restrictions by Compensation Limit: Within 100 million yen annually (Unknown)\nTotal Number of Shares of Performance-Linked Stock Grants: Within 210,000 shares for five consecutive business years (Unknown)","jir_category":"","jir_hashtags":"#Daicel, #IRRelatedCategory, #JapanStocks","jir_key_figures":"Director Compensation Limit: Within 640 million yen annually (within 140 million yen for outside directors)\nGrant of Restricted Stock with Transfer Restrictions by Compensation Limit: Within 100 million yen annually\nTotal Shares Granted: Within 210,000 shares for five consecutive business years","jir_meta_title":"\u3010Daicel\u3011 Introduction of Medium- and Long-Term Incentive System | May 2026","jir_meta_description":"Daicel plans to seek approval for a performance-linked stock compensation system for directors at the June 2026 shareholders\u2019 meeting. An overview of the system and future prospects are explained.","jir_og_title":"\u3010Daicel\u3011 Introduction of Medium- and Long-Term Incentive System | May 2026","jir_og_description":"Daicel is planning to introduce an equity compensation system for executives, aiming to promote corporate value improvement and long-term growth.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":8036,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"financial_summary","footnotes":""},"sector":[],"importance":[],"class_list":["post-46988","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n