<PAGE>

                                  EXHIBIT 10.96

              NOTE: PORTIONS OF THIS EXHIBIT HAVE BEEN OMITTED AND
               HAVE BEEN FILED SEPARATELY WITH THE SECURITIES AND
                 EXCHANGE COMMISSION IN A CONFIDENTIAL TREATMENT
             REQUEST UNDER RULE 24B-2 OF THE SECURITIES EXCHANGE ACT
             OF 1934, AS AMENDED. THE SYMBOL "[***]" IN THIS EXHIBIT
                  INDICATES THAT INFORMATION HAS BEEN OMITTED.

                                    EZCORP(R)

                                FY 2006 INCENTIVE

                              COMPENSATION PROGRAM
<PAGE>

                     FY 2006 INCENTIVE COMPENSATION PROGRAM

POLICY

It is a policy of EZCORP, Inc. and its wholly owned affiliates (also referred to
as "the Company") to offer a total compensation package which is commensurate
with the job assigned, competitive within the affiliated industry, and
reflective of the value of each individual's performance and overall
contribution towards the short and long term success of the Company.

As a supplement to the base compensation paid and stock option awards granted by
EZCORP, the Company offers the FY2006 Incentive Compensation Program (the
"Program") to reward the accomplishment of corporate, business unit, and
personal objectives for select key associates. This Program is designed to
motivate selected associates to strive for excellence in both Company and
specific personal objectives and provides incentive compensation awards for
their achievement.

OBJECTIVES

The primary objectives of the EZCORP Incentive Compensation Program are:

      1.    To provide an incentive for individuals to drive their performance
            to achieve strategic Company and personal objectives.

      2.    To attract, retain and motivate top-quality associates who are able
            to add significant value to the Company's performance.

      3.    To provide incentive compensation opportunities which are
            competitive for the associate levels and the affiliated industry.

ELIGIBILITY FOR PARTICIPATION

The Compensation Advisory Group (President & CEO, SVP Administration and the SVP
& CFO) will determine which positions participate in the Program. Participants
are generally selected from positions that typically have incentive-based
compensation components in the industry and from individuals who make meaningful
and substantial contributions to the business. Participation in the Program will
be determined prior to the beginning of the fiscal year. Eligible associates
will usually be drawn from:

      1.    Officers and Executives of the Company.

      2.    Regional and Corporate Director Level Management

      3.    Key Management individuals as determined by the Compensation
            Advisory Group

SETTING OF FINANCIAL MEASUREMENTS AND INDIVIDUAL OBJECTIVES

COMPANY OBJECTIVE:

The Chief Executive Officer, with the concurrence of the Board of Directors will
identify specific financial measures and set Company Objectives that will be
used to determine the incentive awards for the year.

<PAGE>

INDIVIDUAL OBJECTIVES:

The Executive Committee will determine overall departmental objectives and
assign some or all of those objectives as Personal Objectives to specific
individual participants. The 2006 ICP DEPARTMENT OBJECTIVES are attached.

Awards will be based on the level of attainment of both the Company Objectives
and the Personal Objectives of each participant. HOWEVER, THE COMPANY WILL SET A
MINIMUM FINANCIAL THRESHOLD THAT MUST BE ATTAINED FOR ANY INCENTIVE COMPENSATION
TO BE PAID.

Periodic progress reviews will be conducted with participants during the year in
the monthly Key Performance Review (KPR) meetings to monitor progress and ensure
on-going focus and alignment.

FY 2006 COMPANY OBJECTIVES AND INCENTIVE TARGETS

     Net Income will be used to determine actual financial award payouts for
    FY2006. For purposes of this Program, "NET INCOME" IS DEFINED AS THE NET
   INCOME SHOWN ON THE AUDITED FINANCIAL STATEMENTS, ADJUSTED FOR ANY SPECIAL
   ITEMS, CHARGES AND CREDITS, WHICH THE BOARD COMPENSATION COMMITTEE, IN ITS
   SOLE DISCRETION, DETERMINES ARE UNUSUAL OR INFREQUENTLY OCCURRING EVENTS OR
        SITUATIONS AND THAT GENERALLY DO NOT PROVIDE OR REQUIRE CASH, AND
            ALSO ARE NOT SUBJECT TO THE DIRECT CONTROL OF MANAGEMENT.

     THE COMPANY'S NET INCOME GOAL FOR INCENTIVE COMPENSATION IS [***]. The
     minimum threshold for payout is reached at [***] and the maximum payout
                              is achieved at [***].

  The payout for financial participation can be read from the following matrix
                         based on FY2006 "Net Income":

<TABLE>
<S>                <C>            <C>             <C>
Net Income         [***]          [***]           [***]
%>FY2005           [***]          [***]           [***]

Estimated EPS      [***]          [***]           [***]
Bonus Payout       [***]          [***]           [***]
</TABLE>

FY 2006 PERSONAL OBJECTIVES AND INCENTIVE TARGETS

      1.    The Executive Committee has established Departmental Objectives for
            FY2006. Based upon those Departmental Objectives, participants have
            been assigned Personal Objectives for the FY2006 Incentive
            Compensation Program that is attached. These Personal Objectives are
            subject to revisions based upon changing circumstances as deemed
            appropriate by the President & CEO throughout the year.

      2.    The quality of the output of specific Personal Objectives will be a
            substantial portion of the payout rating. To ensure consistency in
            the scoring of the performance in achieving Personal Objectives by
            individual participants, the following definitions and payout
            structure are provided:

              * Achieved or exceeds the target goal    Payout 100%

              * Slight miss of the target goal         Payout 50% to 75%

              * Miss minimum target goal               Payout zero

<PAGE>

      3.    The Personal Objectives portion of the incentive award is maximized
            at 100% of the allocated PERCENTAGE. The Executive Committee will
            determine scores to be given.

      4.    The relative weighting of Company and Personal Objectives will be
            determined based upon the individual position and the amount of
            control they have on the achievement of the Objectives. Therefore,
            individual participants will have different weighting between
            Company and Personal Objectives.

                  CALCULATION OF INCENTIVE COMPENSATION PAYOUT

THE COMPANY OBJECTIVES AND THE PERSONAL OBJECTIVES WILL BE SCORED BASED UPON THE
ACTUAL RESULTS ACHIEVED FOR THE

PROGRAM YEAR. EACH PARTICIPANT'S ACTUAL PAYOUT WILL BE DETERMINED USING THE
FORMULA BELOW:

<TABLE>
<S>                                          <C>    <C>    <C>
A.                  % Company Objective
                          Participation      ____%  (A1)   (assigned, see personal documentation)

                          Matrix Rating      ____%  (A2)   (Company financial goal; percent achievement)

                            (A1 X A2) =      ____%  (A3)   (COMPANY OBJECTIVE FACTOR)

B.                % Personal Objectives
                          Participation      ____%  (B1)   (assigned, see personal documentation)
                    Weighted Rating for                    (sum of all personal objective ratings
                    Personal Objectives      ____%  (B2)   divided by the number of assigned objectives)

                            (B1 X B2) =      ____%  (B3)   (PERSONAL OBJECTIVE FACTOR)

C.                    Base Salary as of
                        October 1, 2005      $___   (C1)

                   Participation Factor      ____%  (C2)   (Sum of A3 + B3)

                            (C1 X C2) =      $___   (C3)   INCENTIVE PAYOUT
</TABLE>

CALCULATION EXAMPLE:
--------------------
[***]

<PAGE>

<TABLE>
<S>                                          <C>    <C>    <C>
A.               Company Obj. Potential      [***]  (A1)  (assigned, see personal documentation)

                  Company Matrix Rating      [***]  (A2)

                                             [***]

                            (A1 x A2) =             (A3)   (COMPANY FACTOR)

B.              Personal Obj. Potential      [***]  (B1)   (assigned, see personal documentation)
                        Weighted Rating      [***]  (B2)   (sum of all personal objective ratings  divided by the number
                                                           of assigned objectives)
                            (B1 x B2) =      [***]  (B3)   (OBJECTIVE FACTOR)
C.                          Base Salary      [***]  (C1)
                          as of 10/1/05
                   Participation Factor      [***]  (C2)   (Sum of Company Factor and Personal
                       (A3 + B3)                           Factor)
                            (C1 x C2) =      [***]  (C3)   INCENTIVE PAYOUT
</TABLE>

INCENTIVE PROGRAM FUNDING

Funding for the Incentive Compensation Program will be based on the number of
participants selected for the individual Program year and their individual level
of participation. At the beginning of each fiscal year, a budget will be
established based on participant information and on economic, operational and
financial profitability. The full amount of the Program payouts will be included
in the administrative expense of the Company prior to the determination of the
Company's final results for ICP purposes. Therefore, the funding of the ICP
payouts is a part of the financial results of the Company for incentive
calculations.

                          ADMINISTRATION OF THE PROGRAM

AMENDMENTS TO OR TERMINATION OF THE PROGRAM

      WHILE IT IS THE INTENTION OF THE COMPANY TO PROVIDE AN INCENTIVE
      COMPENSATION PLAN ANNUALLY, THE COMPANY RESERVES THE RIGHT TO:

            [X]   Amend or modify the incentive plan in its entirety;

            [X]   Suspend or terminate the Program at any time.

PERFORMANCE MEASUREMENT

      1.    The Executive Committee, at its sole discretion, will score each
            departmental objective and the individual performance of each ICP
            participant as it relates to that specific Objective. Participants
            who share a common Personal Objective may be rated differently based
            upon their contribution to the achievement or lack of achievement of
            that specific objective.

      2.    The fact that an associate is initially selected as eligible to
            participate in the ICP does not mean that he or she is entitled to
            or guaranteed receipt of an incentive compensation award.

      3.    Actions taken by a Participant in the Program to enhance his or her
            incentive pay at the expense of the long-term benefit of the Company
            will result in the Participant being disqualified as a Program
            Participant, at the sole discretion of the Company.

<PAGE>

      4.    If it can be determined by the Company, at its sole discretion, that
            a Participant's actions throughout the ICP year did not support or
            actually worked against their team's ability to meet its objective,
            the Participant will not receive any incentive compensation award
            even if all of the objectives are obtained.

      5.    The Compensation Advisory Group reserves the right, in its sole
            discretion, to establish the measurement systems associated with
            this Program and to approve in advance, departmental and Personal
            Objectives.

      6.    Any participant who receives an "UNSATISFACTORY" appraisal rating as
            determined by the Company in its sole discretion, for the incentive
            period will NOT be eligible for an incentive award for that period.

NO IMPLIED CONTRACT

The information presented in this Program shall not in any way be construed to
constitute a binding employment or compensation contract between the Company and
its associates, nor shall it in any way affect the "employment-at-will
relationship" between associates and the Company.

RULES CONCERNING AWARDS PAYMENTS AND PARTICIPATION

      1.    Participants must be employed with the Company at the time incentive
            payments are made to be eligible to receive an award

      2.    Participants who voluntarily or involuntarily leave the service of
            the Company shall not be entitled to receive an award at the end of
            the Program year.

      3.    Recommendations to include a new hire or a promoted associate into
            the Program at any time during the Program year must be approved by
            the Chief Executive Officer. THIS ACTION IS MANDATORY BEFORE
            INFORMING ANY ASSOCIATE OF THEIR PARTICIPATION IN THE PROGRAM.
            Partial year participant awards, if any, will be prorated based upon
            full months of the associate's inclusion into the Program and their
            achievement of Program year objectives.

      4.    Associates hired after the second fiscal quarter (March 31, 2006)
            will not normally be eligible for participation until the following
            Program year. The Chief Executive Officer must approve any
            exceptions to the above in advance. THIS ACTION IS MANDATORY BEFORE
            INFORMING ANY ASSOCIATE OF THEIR PARTICIPATION IN THE PROGRAM.

DISCRETIONARY AWARDS

The CEO will have the authority to award "discretionary bonuses" at year-end.
These awards will be granted to individuals based upon the associate's
contribution toward either the achievement of the Company's strategic objectives
or the FY2006 financial plan. Individual awards will not exceed $[***];
aggregate of awards will not exceed $[***] annually.

EFFECTIVE DATE OF THE PROGRAM:

THIS PROGRAM SHALL BE IN EFFECT FOR THE FISCAL YEAR 2006.

<PAGE>

APPROVALS:

________________________________________________Date: 10-1-05
JOE ROTUNDA
Chief Executive Officer

________________________________________________Date:  10-1-05
ROBERT KASENTER
Sr. Vice President, Administration

________________________________________________Date:  10-1-05
CONNIE KONDIK
VP & General Counsel, Secretary to the Board
Confirming Compensation Committee Approval

<PAGE>

                         2006 ICP DEPARTMENT OBJECTIVES

                                      [***]