Morinaga & Co., Ltd. has approved a partial revision of its executive compensation system and will continue the program toward achieving its 2030 Vision. The revision includes extending the trust period and increasing contribution amounts, which are scheduled to be approved at the General Shareholders’ Meeting.<\/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":"2201","jir_company_name":"Morinaga & Co., Ltd.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-05-25","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/2201-20260525-01.pdf","jir_short_summary":"Morinaga & Co., Ltd. has approved a partial revision of its executive compensation system and will continue the program toward achieving its 2030 Vision. The revision includes extending the trust period and increasing contribution amounts, which are scheduled to be approved at the General Shareholders' Meeting.","jir_summary":"### System Overview\nMorinaga & Co., Ltd. has introduced a performance-linked stock reward system as part of its executive compensation. The recent Board resolution led to a partial revision and decision to continue the system. The revision includes expanding eligible participants, increasing contribution amounts, and extending the trust period. The system aims to promote executives' holdings of the company's stock and enhance management motivation, subject to shareholder approval. The first period following the revision will span approximately four years from August 2026 to August 2030.\n\n### Impact on Shareholders and Future Outlook\nThe revision is expected to enhance flexibility in the executive compensation system and strengthen long-term incentives. Extending the trust period and increasing contribution amounts aim to motivate executives to hold company stock and promote sustainable management growth. For shareholders, the system is expected to function as part of long-term corporate value enhancement and shareholder return strategies.","jir_financial_highlights":"Maximum contribution amount: 330 million yen (before revision) \u2192 440 million yen (after revision) (Increase)\nTrust period: September 3, 2018 \u2013 End of August 2030 (Extension)\nMaximum contribution points per eligible person: 24,000 points (per fiscal year) (No change (same limit after revision))","jir_category":"","jir_hashtags":"#MorinagaAndCo, #IRRelated, #JapanStocks","jir_key_figures":"Maximum contribution amount: 330 million yen (before revision) \u2192 440 million yen (after revision)\nTrust period: September 3, 2018 \u2013 End of August 2030\nMaximum contribution points per eligible person: 24,000 points (per fiscal year)","jir_meta_title":"[Morinaga & Co., Ltd.] Revision and Continuation of Executive Compensation System | May 2026","jir_meta_description":"Morinaga & Co., Ltd. has approved a partial revision of its executive compensation system to strengthen long-term incentives. The extension of the trust period and increased contribution amounts are scheduled to be approved at the General Shareholders' Meeting.","jir_og_title":"[Morinaga & Co., Ltd.] Revision and Continuation of Executive Compensation System | May 2026","jir_og_description":"Morinaga & Co., Ltd. has resolved to partially revise its executive compensation system to enhance long-term management incentives. This article explains the system details and future outlook.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":8884,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-54404","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n