ANYCOLOR plans to revise the upper limit of restricted stock compensation to JPY 200 million annually and the total number of grants to 100,000 shares per year as part of its officer compensation system. The revision will be formally decided at the shareholders’ meeting in July 2026 after shareholder approval.<\/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":"5032","jir_company_name":"ANYCOLOR Inc.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-06-24","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/06\/5032-20260624-01.pdf","jir_short_summary":"ANYCOLOR plans to revise the upper limit of restricted stock compensation to JPY 200 million annually and the total number of grants to 100,000 shares per year as part of its officer compensation system. The revision will be formally decided at the shareholders' meeting in July 2026 after shareholder approval.","jir_summary":"### Overview of the System Revision\nAs part of reviewing its officer compensation system, ANYCOLOR has approved a revision of its restricted stock compensation system. The revision increases the upper limit of compensation for eligible directors to JPY 200 million annually and the total number of granted shares to 100,000 shares per year. This aims to strengthen executive incentives and improve corporate value in preparation for the next growth phase. The revision will be officially implemented after approval at the shareholders' meeting, and there are no other changes to the system.\n\n### Impact on Shareholders and Future Outlook\nThis revision is intended to promote sustainable corporate growth by strengthening director incentives. The shareholders' meeting scheduled for July 2026 will seek approval for the revision, after which the system will be applicable. It is expected to contribute to long-term profit improvement and elevation of corporate value. The company will continue to pursue sustainable growth while maintaining transparency and appropriateness of the system.","jir_financial_highlights":"Upper limit of restricted stock compensation: JPY 200 million annually (Changed from approval in July 2025)\nTotal number of restricted stocks: 100,000 shares annually (Changed from approval in July 2025)","jir_category":"","jir_hashtags":"#ANYCOLOR, #CapitalPolicy, #JapaneseStocks","jir_key_figures":"Upper limit of restricted stock compensation: JPY 200 million annually\nUpper limit of granted shares: 100,000 shares annually\nShareholders' meeting schedule: July 2026","jir_meta_title":"\u3010ANYCOLOR\u3011Revision of Stock Compensation System | June 2026","jir_meta_description":"ANYCOLOR announces revisions to its officer compensation system. This is an explanation of important information including the increase of the restricted stock limit and the shareholders' meeting schedule.","jir_og_title":"\u3010ANYCOLOR\u3011Revision of Stock Compensation System | June 2026","jir_og_description":"ANYCOLOR announces revisions to its officer compensation system. The system aims to be strengthened and corporate value enhanced through shareholder approval.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":8710,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"capital_policy","footnotes":""},"sector":[],"importance":[],"class_list":["post-68452","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n