Company: CNCKW
Filing Date: 2025-09-10
Form Type: 424B3
Source: 0001213900-25-086398
Chunk: 173

Company: Coincheck Group N.V.
Filing Date: 2025-09-10
Form: 424B3
Chunk 173
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 remuneration plans and practices and recommends changes when appropriate. We may from time to time amend the Remuneration Policy, subject to the general meeting of shareholders adopting such amendment with the 114 required majority. The Board has proposed an amendment to the Remuneration Policy at our next annual general meeting of shareholders in September 2025 to further ensure that it provides for a competitive remuneration and benefits framework. The main objective of the Remuneration Policy is to establish a competitive compensation and benefits framework that enables us to attract, retain, and motivate Executive Directors and Non -ExecutiveDirectors who possess the essential leadership qualities, skills, and experience to drive exceptional business performance and promote our sustainable success. The Remuneration Policy promotes the achievement of our strategic short and long -termperformance objectives, contributing to our achievement of sustainable long -termvalue creation. The Remuneration Policy establishes a framework that discourages directors from acting in their personal interest or engaging in risk -takingthat is inconsistent with our strategic objectives and corresponding risk appetite. Evaluation The Compensation Committee evaluates the objectives and structure of the Remuneration Policy at regular intervals. In its review, the Compensation Committee specifically focuses on our ability to continue to attract and retain qualified directors who possess the essential leadership qualities, skills, and experience to foster the achievement of our strategic short and long -termperformance objectives and our sustainable long -termvalue creation. Determining Director Compensation and Benefits When determining the compensation of directors, the Board or the Non -ExecutiveDirectors and the Compensation Committee will, to the extent applicable, address the compensation structure, the amount of fixed and variable compensation components, the relevant performance targets for such variable compensation components, the scenario analyses that have been conducted, and the relevant pay ratios within the group. Before submitting a proposal regarding the compensation of individual Executive Directors, the Compensation Committee will invite each Executive Director to express their views on the amount and structure of their own compensation, in accordance with the DCGC. Compensation of Executive Directors On the basis of the Remuneration Policy objectives, the compensation of the Executive Directors consists of the elements discussed below. The Executive Director compensation is determined by the Board, without involvement of the Executive Directors. Generally, the Executive Director compensation will include a fixed base salary and variable components comprised of short -termincentives and long -term(equity) incentives. The aim is to achieve an appropriate ratio between fixed and variable compensation components. In addition, an Executive Director may receive certain perquisites and retirement and health benefits, as well as severance payment