Company: IMCR
Filing Date: 2025-03-24
Form Type: PRE 14A
Source: 0001140361-25-010035
Chunk: 62

Company: Immunocore Holdings plc
Filing Date: 2025-03-24
Form: PRE 14A
Chunk 62
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 annual grant value, 70% options and 30% RSUs for our Chief Executive Officer and 60% options and 40% RSUs for our other named executive officers), other executives and all employees. |

| • | Continued to make grants under the equity incentive plan, which was adopted in 2021 and included the opportunity to introduce RSUs as described above. |

| • | Analyzed share pool utilization and evergreen provision under our equity incentive plan. |

| • | Considered, reviewed and approved the short-term objectives for the annual bonus for the fiscal year 2024. |

| • | Assessed performance against the short-term objectives for the fiscal year 2024 and approved of the level of bonuses to be paid to our named executive officers. |

| • | Reviewed, evaluated, and approved employment agreements, service contracts, severance agreements, change-of-control protections, corporate performance goals and objectives, and other compensatory arrangements of the executive officers and other senior management and adjusted remuneration, as appropriate. |

| • | Assessed and proposed Board of Directors remuneration. |

| • | Revised the Remuneration Committee Charter which became effective 1 January 2024, and was again updated 5 December 2024, to reflect the change in responsibility to the Nominations and Governance Committee for Board of Directors’ remuneration review. |

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TABLE OF CONTENTS

Compensation Program Objectives, Philosophy and Elements of Compensation The main objectives of our executive compensation program are to:

| • | Motivate, attract and retain highly qualified executives who have the potential to support our growth. |

| • | Create a competitive, fair, reasonable and balanced compensation program that rewards executives’ performance and contributions to our short- and long-term business results, while closely aligning the interests of the executives with those of shareholders. |

| • | Emphasize pay for performance, with a program that aligns executive incentives to shareholder value creation. |

We believe that our executive compensation program design features accomplish the following:

| • | Provide base salaries consistent with each executive’s responsibilities so that they are not motivated to take excessive risks to achieve a reasonable level of financial security. |

| • | Ensure a significant portion of each executive’s compensation is tied to our future share performance, thus aligning their interests with those of our shareholders. |

| • | Utilize equity compensation and vesting periods for equity awards that encourage executives to remain employed and focus on sustained share price appreciation. |

| • | Adopt