Business
Proposed Long Term Incentive Plan
Brave Bison Group PLC has announced the terms of its proposed 2026 Long Term Incentive Plan (LTIP), designed to align executive rewards with long-term shareholder value creation. The plan, which requires shareholder approval at the upcoming AGM, allows executives to earn up to 12% of value created above an 8% annual indexation, with a minimum share price hurdle of 150p, representing an 88% increase from the baseline price of 80p. The LTIP is structured as a value creation plan, with a baseline share price of 80p and a minimum exercise price of 150p, and will run for a minimum of three years from January 1, 2026, with redemption possible between January 1, 2029, and December 31, 2031. The total potential dilution from all employee incentive arrangements, including the LTIP and EMI options, remains within appropriate parameters for a growth company. Disclaimer*
About this update from Brave Bison Group Plc
1 June 2026 Brave Bison Group plc ("Brave Bison" or the "Company", together with its subsidiaries "the Group") 2026 Long Term Incentive Plan Further to the Company's announcement of 18 May 2026 and publication of notice of the Company's annual general meeting to be held on 17 June 2026 (the "AGM"), the Company announces the terms of the proposed 2026 Brave Bison Long Term Incentive Plan (the "LTIP"). In finalising the terms of the LTIP, the Company's Remuneration Committee has conducted a consultation with shareholders representing approximately 70% of the Company's issued ordinary share capital, including the directors and related parties. The proposed terms of the LTIP reflect the outcome of that consultation, including revisions made in response to feedback received. Remuneration Philosophy Brave Bison is a growth company pursuing an acquisition-led strategy in fragmented digital media, marketing and technology markets. The Remuneration Committee believes that executive remuneration should be structured to create direct and transparent alignment between executive reward and long-term shareholder value creation. The Remuneration Committee's philosophy rests on three principles. First, executives should only be materially rewarded when shareholders have first seen substantial appreciation in the value of their investment. Second, the cost of the plan to shareholders should arise as a consequence of value having been created - with an LTIP that is self-funding by design. Third, the incentive structure should support long-term decision-making consistent with a growth and acquisition-led strategy, rather than incentivising short-term earnings management. The previously adopted 2021 LTIP delivered total shareholder returns of 176% over its life, representing a compound annual growth rate of approximately 31%. The Remuneration Committee believes the value creation plan structure was instrumental in driving this outcome and that a continuation of this approach, with appropriately recalibrated terms reflecting the Company's larger equity base, is in the best interests of all shareholders. Structure and Key Terms The proposed LTIP is a value creation plan. The essence of the LTIP is that, subject to a minimum share price hurdle of 150p, the Executives may earn...
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