Comprehensive overhaul of executive compensation system and policies. Strengthening performance linkage and emphasizing pay-for-performance. New external consultants engaged to enhance compensation governance.<\/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":"8698","jir_company_name":"Monex Group, Inc.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-06-29","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/06\/8698-20260629-01.pdf","jir_short_summary":"Comprehensive overhaul of executive compensation system and policies. Strengthening performance linkage and emphasizing pay-for-performance. New external consultants engaged to enhance compensation governance.","jir_summary":"### Overview\nMonex Group resolved at the Compensation Committee held on June 27, 2026, to overhaul the entire executive compensation system and policies. The aim is to advance corporate governance and ensure transparency by strengthening the link between performance indicators and compensation, thereby aiming to enhance medium- to long-term corporate value. Compensation for officers serving concurrently as executives, including directors and officers, was reviewed to revise the ratios of basic compensation, short-term incentives, and medium- to long-term incentives, resulting in a comprehensive redesign of the compensation structure. The use of external consultants was also newly introduced.\n\n### Future Impact and Governance\nThe compensation policy is designed based on the pay-for-performance principle, linking it to financial indicators, mission evaluation, and achievement of key issues. The Compensation Committee is composed mainly of independent outside directors to maintain a highly transparent process. A Mars\u2013Clawback provision has been introduced, allowing the forfeiture or recovery of compensation in cases of significant accounting irregularities, misconduct, or legal violations. Compensation payments to officers residing overseas are also permitted in accordance with local laws.","jir_financial_highlights":"Unknown: Unknown (Unknown)","jir_category":"","jir_hashtags":"#MonexGroup, #ExecutiveCompensation, #CorporateGovernance","jir_key_figures":"Basic policy and ratios for compensation structure: Illustrative ratios of basic compensation, short-term, and medium- to long-term incentives for CEO and representative officers, with specific values unknown\nMission evaluation fluctuation of 0~200%\nRatio of KPI-linked stock-based compensation to non-KPI-linked stock-based compensation\nConditions for applying Mars\u2013Clawback\nEngagement of external consultants","jir_meta_title":"\u3010Monex Group\u3011 Announces Revision of Executive Compensation System \u2014 Strengthening Transparency and Medium- to Long-Term Growth","jir_meta_description":"Monex Group has comprehensively revised its executive compensation system and policies. This article explains the key points, including increased performance linkage, the use of external consultants, and the introduction of Mars\u2013Clawback to enhance compensation governance.","jir_og_title":"\u3010Monex Group\u3011 Announces Revision of Executive Compensation System \u2014 Strengthening Transparency and Medium- to Long-Term Growth","jir_og_description":"Enhancing corporate governance. This article covers the fundamental reform of executive compensation policies and the strengthening of compensation governance.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":9074,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"general_ir","footnotes":""},"sector":[],"importance":[],"class_list":["post-71968","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n