Nichias will review its executive compensation system and seek approval at the shareholder meeting in June 2026. The company aims to raise the annual compensation limit to 500 million yen and will introduce a performance-linked compensation scheme.<\/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":"5393","jir_company_name":"Nichias Corporation","jir_importance":"\u2605\u2605\u2606\u2606\u2606","jir_publication_date":"2026-05-18","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/5393-20260518-01.pdf","jir_short_summary":"Nichias will review its executive compensation system and seek approval at the shareholder meeting in June 2026. The company aims to raise the annual compensation limit to 500 million yen and will introduce a performance-linked compensation scheme.","jir_summary":"### Overview of the Review of the Executive Compensation System\nNichias resolved to revise its executive compensation system at the Board of Directors meeting held on May 18, 2026. The compensation amount will be changed from a monthly basis to an annual basis, with a cap of 500 million yen. Of this, up to 60 million yen will be allocated for outside directors. Additionally, a performance-linked compensation system will be introduced, providing cash payments based on the performance of each fiscal year.\n\n### Purpose and Background of the System Review\nTo promote the achievement of the medium- to long-term management plan 'System 130' and to sustain corporate value enhancement, part of the executive compensation system has been revised. The goal is to strengthen the linkage between management strategies and compensation, and to realize sound and transparent corporate governance.","jir_financial_highlights":"","jir_category":"","jir_hashtags":"#Nichias, #IRType, #JapaneseStocks","jir_key_figures":"Revision of executive compensation amount: within 500 million yen annually (including up to 60 million yen for outside directors)\nChange of compensation system: from monthly to annual basis, introduction of performance-linked compensation\nTarget of performance-linked compensation: all executives (excluding outside directors)","jir_meta_title":"\u3010Nichias\u3011 Review of Executive Compensation System \uff5c May 2026","jir_meta_description":"Nichias revises its executive compensation system to increase the limit to 500 million yen annually and introduces a performance-linked scheme. Approval is scheduled at the shareholder meeting in June 2026.","jir_og_title":"\u3010Nichias\u3011 Review of Executive Compensation\uff5cMay 2026","jir_og_description":"Nichias reviews its executive compensation system, raising the limit to 500 million yen annually and implementing a performance-linked scheme. Promoting shareholder value sharing.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":7938,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"general_ir","footnotes":""},"sector":[],"importance":[],"class_list":["post-52599","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n