Updated Mar 17, 2026 by PCF Group
PCF Group S.A. caps variable performance-based bonuses for Management Board members at five times their annual fixed salary to ensure fiscal prudence.
Management Board compensation comprises fixed monthly pay, variable bonuses tied to financial and non-financial metrics like game quality and stock performance, and additional benefits.
Supervisory Board members receive only fixed monthly fees without performance-based pay or severance benefits, though they may earn additional compensation for committee participation.
Management contracts include notice periods of three to 12 months and non-compete clauses providing compensation for up to 12 months.
The policy permits the future implementation of share-based incentive programs for the Management Board, provided they receive formal shareholder approval.
The Supervisory Board must produce an annual, externally audited remuneration report, and the policy itself requires a formal General Meeting review at least every four years.
The policy allows for temporary derogations from standard remuneration rules if the Supervisory Board passes a resolution justifying the exception to protect the company's long-term financial viability.
PCF Group S.A. caps variable performance-based bonuses for Management Board members at five times their annual fixed salary to ensure fiscal prudence.
Management Board compensation comprises fixed monthly pay, variable bonuses tied to financial and non-financial metrics like game quality and stock performance, and additional benefits.
Supervisory Board members receive only fixed monthly fees without performance-based pay or severance benefits, though they may earn additional compensation for committee participation.
Management contracts include notice periods of three to 12 months and non-compete clauses providing compensation for up to 12 months.
The policy permits the future implementation of share-based incentive programs for the Management Board, provided they receive formal shareholder approval.
The Supervisory Board must produce an annual, externally audited remuneration report, and the policy itself requires a formal General Meeting review at least every four years.
The policy allows for temporary derogations from standard remuneration rules if the Supervisory Board passes a resolution justifying the exception to protect the company's long-term financial viability.