Company: IMCR
Filing Date: 2025-03-24
Form Type: PRE 14A
Source: 0001140361-25-010035
Chunk: 68

Company: Immunocore Holdings plc
Filing Date: 2025-03-24
Form: PRE 14A
Chunk 68
---
VIR)     |
| Arvinas (ARVN)                   |     | ImmunoGen (IMGN)                 |     | Xencor (XNCR)               |
| Axsome Therapeutics (AXSM)       |     | Intra-Cellular Therapies (ITCI)  |     |                             |
| Beam Therapeutics (BEAM)         |     | Ionis Pharmaceuticals (IONS)     |     |                             |
| Blueprint Medicines (BPMC)       |     | Legend Biotech (LEGN)            |     |                             |

When determining the peer group used to inform fiscal year 2024 compensation decisions, companies included in the prior 2023 peer group were removed if they no longer met the criteria established by the remuneration committee as set forth above. Shareholder Say-on-Pay Vote Because we became a United States domestic issuer under SEC and Nasdaq rules effective January 1, 2024, our shareholders will have their second opportunity to cast a non-binding advisory vote (“say-on-pay vote”) to approve our named executive officers’ compensation at the AGM. At our 2024 annual general meeting of shareholders, our shareholders approved, on a non-binding advisory basis, the compensation of our named executive officers; the

46

TABLE OF CONTENTS

proposal was supported by approximately 98% of the total votes cast. The remuneration committee reviewed the advisory vote results and, based on the strong level of support, determined that no significant changes to our executive compensation program were necessary for fiscal year 2024 as a result of the advisory vote results. However, we intend to continue to consider the outcome of our annual say-on-pay votes and our shareholders’ views when making compensation decisions regarding our named executive officers. Factors Used in Determining Executive Compensation The remuneration committee sets the compensation of our executive officers at levels it determines to be competitive and appropriate for each executive officer, using the professional experience and judgment of remuneration committee members. Pay decisions are not made by use of a formulaic approach or benchmark. Instead, the remuneration committee considers numerous factors when setting executive pay levels, including market and peer data provided by our independent compensation consultant; a review of industry survey data; employee knowledge, skill, and experience; individual performance and contribution; scope of current and expected future responsibilities and any retention concerns. Elements of Our Fiscal Year 2024 Executive Compensation Program Base Salaries The base salaries of our named executive officers are an important part of their total compensation package