This information sets out the disclosure required by section 430(2B) of the Companies Act 2006 in relation to Andrew Formica stepping down as a Director of the Company.

Further to the RNS announcement on 28 June 2022, Andrew Formica will step down as Chief Executive Officer and as a Director of Jupiter Fund Management plc (“JFM plc”) with effect from 1 October 2022. As required by section 430(2B) of the Companies Act 2006, details of the associated remuneration payments made or to be made to him are detailed below.

1. Salary and benefits

Following stepping down from the Board, Andrew will remain an employee of the Jupiter Group until 30 June 2023. During this period he will continue to be paid on the same basis as disclosed in Jupiter’s most recent Annual Report, however he will not be eligible for a bonus in respect of the financial year 2023 and he will not receive an LTIP grant in respect of the financial year ended 31 December 2022 or onwards.

2. 2022 Bonus

As Andrew will remain an employee of the Jupiter Group after ceasing to be a Director of the Company, he will remain eligible to receive an annual bonus for the financial year ended 31 December 2022. Any bonus award for 2022 will be determined in two parts. For the period of the 2022 performance year which he serves as Chief Executive Officer, any pro-rata bonus will be determined under the Directors’ Remuneration Policy and in line with the balanced scorecard. Outcomes from the 2022 balanced scorecard will be fully disclosed in the 2022 Directors’ Remuneration Report. In relation to the period of the 2022 performance year in which Andrew is not serving as a Director of the Company, he will be eligible to receive a pro-rata bonus under the Company’s discretionary annual bonus scheme in line with all other non-Board employees.
3. LTIP and DBP

When Andrew ceases to be employed by the Company, he will be treated as a good leaver under the DBP and LTIP with awards vesting on their normal vesting dates subject to any applicable performance and time prorating terms.

4. Outstanding share awards

Andrew will remain an employee of the Jupiter Group until 30 June 2023, therefore his existing share awards will continue to vest in line with their original award terms, including, where applicable, performance conditions testing, post vesting holding periods, and malus and clawback.

 

There are no other remuneration payments in relation to Andrew stepping down as a Director of the Company and the arrangements outlined above are in line with the Directors’ Remuneration Policy.

This information sets out the disclosure required by section 430(2B) of the Companies Act 2006 in relation to Edward Bonham Carter stepping down as a Director of the Company.

Further to the RNS announcement on 12 October 2020, Edward Bonham Carter will step down as Vice Chairman and as a Director of Jupiter Fund Management plc (“JFM plc”) with effect from the Company’s 2021 AGM. As required by section 430(2B) of the Companies Act 2006, details of the associated remuneration payments made or to be made to him are detailed below.

1. Salary and benefits

Following stepping down from the Board, Edward will remain an employee of the Jupiter Group and will continue to receive a contractual salary and benefits (including pension provision) in line with those offered to all other employees.

2. 2021 Bonus

Following stepping down from the Board, Edward will remain an employee of the Jupiter Group and will continue to receive a contractual salary and benefits (including pension provision) in line with those offered to all other employees.

3. 2021 LTIP

As previously disclosed in the 2020 Directors Remuneration Report, no LTIP award has been granted to Edward in 2021.

4. Outstanding share awards

Edward will remain an employee of the Jupiter Group, therefore his existing share awards will continue to vest in line with their original award terms, including, where applicable, performance conditions testing, post vesting holding periods, and malus and clawback.