Taisei Corporation plans to revise its performance-linked stock compensation system at the shareholders’ meeting in June 2026, with plans to also include executive officers. The revision will review restrictions on stock transfer and the points granting system, aiming to enhance long-term corporate value.<\/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":"1801","jir_company_name":"Taisei Corporation","jir_importance":"\u2605\u2605\u2605\u2605\u2606","jir_publication_date":"2026-05-14","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/1801-20260514-03.pdf","jir_short_summary":"Taisei Corporation plans to revise its performance-linked stock compensation system at the shareholders' meeting in June 2026, with plans to also include executive officers. The revision will review restrictions on stock transfer and the points granting system, aiming to enhance long-term corporate value.","jir_summary":"### Overview of System Revision\nTaisei Corporation plans to revise its performance-linked stock compensation system at the shareholders' meeting in June 2026, changing to a system that grants restricted shares until departure. The system will also extend to include executive officers, reviewing the points granting and stock transfer restriction mechanisms to aim for long-term corporate value enhancement.\n\n### Background and Purpose of the System\nThe company decided to revise the system to strengthen stock price linkage and to raise awareness among directors and officers for medium- and long-term performance improvement. The revision aims to maximize the benefits of the current system and align shareholder and officer interests. It will establish conditions for stock transfer restrictions and points transfer, thereby strengthening long-term incentives.","jir_financial_highlights":"Trust contribution amount: 392 million yen (Contributed amount since end of March 2021)\nTrust period: From September 2020 (start) to end (ongoing) (Unknown)\nPoints limit: 330,000 points per fiscal year (90,000 points for officers) (Unknown)","jir_category":"","jir_hashtags":"#TaiseiCorporation, #StockCompensation, #JapanStocks","jir_key_figures":"Trust contribution amount: 392 million yen\nTrust period: From September 2020 (start) to end (ongoing)\nPoints limit: 330,000 points per fiscal year (90,000 points for officers)","jir_meta_title":"[Taisei Corporation] Review of Stock Compensation System | May 2026","jir_meta_description":"Taisei Corporation plans to revise its performance-linked stock compensation system at the shareholders' meeting in June 2026, with plans to include executive officers. The aim is to strengthen long-term incentives.","jir_og_title":"[Taisei Corporation] Revision of Stock Compensation System | May 2026","jir_og_description":"Taisei Corporation will review its stock grant system through system revision to aim for long-term corporate value enhancement.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":7376,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"stock_option","footnotes":""},"sector":[],"importance":[],"class_list":["post-49804","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n