Our company will abolish the share transfer restriction-based stock compensation plan contingent on the success of the tender offer, and plans to pay monetary compensation in the fiscal year ending March 2027.<\/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":"2371","jir_company_name":" Kakaku.com","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-05-12","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/2371-20260512-05.pdf","jir_short_summary":"Our company will abolish the share transfer restriction-based stock compensation plan contingent on the success of the tender offer, and plans to pay monetary compensation in the fiscal year ending March 2027.","jir_summary":"### Background and Details of the Abolition\nAt the Board of Directors meeting held on May 15, 2024, our company reviewed its executive compensation scheme and considered granting stock as an incentive. However, at the Board of Directors meeting on May 12, 2026, it was decided to abolish the scheme conditional on the success of the tender offer. As a result, the traditional share transfer restriction-based stock compensation scheme will be abolished, and monetary compensation will be paid in the fiscal year ending March 2027.\n\n### Future Actions and Impact on Shareholders After Scheme Abolition\nSince the company's stock listing is expected to be discontinued following the success of the tender offer, stock grants will cease with the abolition of the scheme. Instead, targeted directors will receive monetary compensation of up to 360 million yen annually. As a result, shareholders and investors should pay attention to changes in dilution and corporate value incentives moving forward.","jir_financial_highlights":"Monetary Compensation Limit: Within 360 million yen (Substitution compensation due to the abolition of the new scheme)\nTotal Shares Granted as Stock: Within 300,000 shares per year (Halts grant upon scheme abolition)\nTotal Compensation: Within 350 million yen annually (Monetary payment after scheme abolition)","jir_category":"","jir_hashtags":"#Kakaku.com #StockCompensationPlan #CapitalPolicy #JapanStocks","jir_key_figures":"Monetary Compensation Limit: within 360 million yen\nTotal Shares Granted as Stock: within 300,000 shares per year\nTotal Compensation: within 350 million yen annually","jir_meta_title":"\u3010Company Name\u3011Abolition of Stock Compensation Scheme and Approval of Tender Offer | May 2026","jir_meta_description":"Our company will abolish the stock compensation scheme contingent on the success of the tender offer and plans to pay monetary compensation in 2027. Please check the IR materials for details.","jir_og_title":"\u3010Company Name\u3011Abolition of Stock Compensation Scheme and Approval of Tender Offer | May 2026","jir_og_description":"Our company will abolish the stock compensation scheme contingent on the success of the tender offer and intends to pay monetary compensation. For more details, check the IR materials.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":7942,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"share_cancellation","footnotes":""},"sector":[],"importance":[],"class_list":["post-48396","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n