Company: IMCR
Filing Date: 2025-04-04
Form Type: DEF 14A
Source: 0001140361-25-012123
Chunk: 106

Company: Immunocore Holdings plc
Filing Date: 2025-04-04
Form: DEF 14A
Chunk 106
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ore Holdings Limited became the ultimate parent company of the Group and was re-registered as Immunocore Holdings plc. The Director’s Remuneration Report that follows is for the year from 1 January 2024 to 31 December 2024. Except where otherwise stated, remuneration data is only included for the periods since the Company was formed and appointed directors. Policy Overview, Remit of the Remuneration Committee This part of the Directors’ Remuneration Report sets out the Remuneration Policy proposed to apply for the Company’s Executive and Non-Executive Directors and has been prepared in accordance with the Large and Medium-sized Companies and Groups (Accounts and Reports) (Amendment) Regulations 2013. Our proposed approach to the new Remuneration Policy is to broadly roll forward the Remuneration Policy approved by shareholders in May 2022 and no significant changes have been made. The following Remuneration Policy will be put to shareholders in a binding vote at the AGM on 15 May 2025. Assuming the Remuneration Policy is approved it will take effect from the date of approval and is intended to apply for a period of three years from that date. The Policy set out below has updated scenario charts for the year ended 31 December 2024. There are no significant differences between the Remuneration Policy approved in 2022 and the new Policy. The full previously approved Remuneration Policy can be found in the Annual Report and Financial Statement for the Year Ended 31 December 2021. The new and existing Policy is designed to:

| • | Attract and retain new and different types of talent who have the potential to support the growth of the Group; |

| • | Attract and retain new and different types of Non-Executive Directors who can substantially contribute to the Group’s success; |

| • | Be competitive against the market median for benchmarks (appropriate peers will be selected based on headcount, market cap, therapeutic focus, product pipeline and other relevant factors); |

| • | Have a strong link to performance and align the Executive Director’s incentives to shareholder value creation; and |

| • | Encourage equity ownership by the Non-Executive Directors and the CEO to motivate and align them with the overall interests of shareholders and the Company |

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TABLE OF CONTENTS

Remuneration Policy for the Executive Directors The table below sets out, for each element of pay, a summary of how Executive Director remuneration is structured and how it supports the Company’s strategy. Base