3. Remuneration at a glance
Board of Directors
Summary of current remuneration system
In order to ensure the independence in their supervisory function, members of the BoD receive a fixed remuneration in the form of cash and shares with a blocking period of four years.
Annual fees |
|
in CHF |
|
Delivery |
|---|---|---|---|---|
Chair |
|
885,000 |
|
Cash and restricted shares |
Vice Chair |
|
245,000 |
|
Restricted shares |
Member of the BoD |
|
190,000 |
|
Restricted shares |
Chair of NCC/Audit Committee |
|
45,000 |
|
Restricted shares |
Member of NCC/Audit Committee |
|
30,000 |
|
Restricted shares |
Expense allowance |
|
15,000 |
|
Cash |
See also 5. Remuneration architecture for the Board of Directors.
Remuneration in 2025
The remuneration awarded to the BoD for the term of office until the AGM 2026 is within the limits approved by the shareholders at the AGMs:
Comparison period |
|
Approved amount (CHF) |
|
Effective amount (CHF) |
||||
|---|---|---|---|---|---|---|---|---|
AGM 2024–AGM 2025 |
|
2,350,000 |
|
2,287,217 |
||||
AGM 2025–AGM 2026 |
|
2,350,000 |
|
2,287,2931 |
||||
|
||||||||
Group Executive Board
Summary of current remuneration system
The remuneration of the GEB consists of fixed and variable elements. Base salary and benefits form the fixed remuneration and are based on prevalent market practice. The variable remuneration is a group participation system designed to drive and reward best-in-class performance based on ambitious targets and align to shareholders’ interests. It consists of short-term and long-term elements:
Base Salary |
|
Annual Base salary |
|
Pay for the function |
|
|
|
Fixed remuneration |
|---|---|---|---|---|---|---|---|---|
Benefits |
|
Pension Perquisites |
|
Cover retirement, death and disability risks, attract and retain |
|
|
|
|
Short-Term Participation |
|
Short-Term Participation (STP) |
|
Drive and reward performance, attract and retain |
|
|
|
Variable remuneration |
|
Share Participation Programme (MSPP) |
|
Align with shareholders’ interests |
|
|
|
||
Long-Term Participation |
|
Long-Term Participation (LTP) (Stock Option Programme/MSOP) |
|
Drive and reward long-term performance, align with shareholders’ interests, attract and retain |
|
|
|
See also 6. Remuneration architecture for the Group Executive Board.
Remuneration in 2025
The total remuneration awarded to the GEB in the financial year 2025 is within the limits approved by the shareholders at the AGM:
Comparison period |
|
Approved amount (CHF) |
|
Effective amount (CHF) |
|---|---|---|---|---|
Financial year 2025 |
|
12,900,000 |
|
12,703,194 |
Performance in the financial year 2025
All four Group financial goals as well as the ESG goal (CO2 emissions) were exceeded given the strong business performance results in the financial year.
See also 8.1 Remuneration awarded in 2025.
Share ownership guidelines
|
|
CEO |
|
Other GEB Members |
|---|---|---|---|---|
Minimum level of shareholding |
|
3× annual base salary |
|
1.5× annual base salary |
At the end of the reporting year, the CEO held the equivalent of 18.8 times his annual base salary in Geberit shares and on average, the other GEB members held 4.5 times their annual base salary.