Panasonic plans to revise its executive compensation system and introduce a new stock compensation system at the shareholders’ meeting in June 2026, announcing changes to compensation structures and upper limits.<\/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":"6752","jir_company_name":"Panasonic Holdings Corporation","jir_importance":"\u2605\u2605\u2606\u2606\u2606","jir_publication_date":"2026-05-12","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/6752-20260512-03.pdf","jir_short_summary":"Panasonic plans to revise its executive compensation system and introduce a new stock compensation system at the shareholders' meeting in June 2026, announcing changes to compensation structures and upper limits.","jir_summary":"### Details of the Revision of the Executive Compensation System\nPanasonic will lower the total annual compensation for directors to within 1.1 billion yen at the June 2026 shareholders' meeting, and also set the maximum compensation for outside directors to within 200 million yen. The compensation structure will include monetary and non-monetary (stock-based) rewards, and the composition ratio will be reviewed.\n\n### Establishment and Revision of the Stock Compensation System\nA new performance-linked stock compensation system will be introduced, enabling the delivery and payment of stocks and cash based on achievement of performance targets. Compensation will be paid to directors and executive officers based on performance evaluation periods. The upper limit for restricted stock units will also be increased, and outside directors will be included as eligible recipients.","jir_financial_highlights":"","jir_category":"","jir_hashtags":"#Panasonic, #IR, #JapaneseStocks","jir_key_figures":"Upper limit of director compensation: within 1.1 billion yen\nUpper limit for outside directors' compensation: within 200 million yen\nUpper limit for restricted stock units: 700 million yen (750 million yen for outside directors)","jir_meta_title":"[Panasonic] Revision of Executive Compensation System and Introduction of Stock Compensation | May 2026","jir_meta_description":"Panasonic plans to revise its executive compensation system and introduce a performance-linked stock compensation system at the June 2026 shareholders' meeting. The details of the compensation limits and system changes are outlined.","jir_og_title":"[Panasonic] Revision of Executive Compensation and Stock Compensation System | May 2026","jir_og_description":"Panasonic is scheduled to review executive compensation and implement a new stock compensation system. Details and future outlook are explained.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":6878,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"general_ir","footnotes":""},"sector":[],"importance":[],"class_list":["post-48054","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n