Compensation at a glance
Summary of the current compensation system for the BoD
BoD members only receive fixed compensation paid in cash and shares restricted for three years. The amount of compensation depends on the function within the BoD.
|
Basic Compensation p.a. (in CHF) |
|
|
|
|
|
|
|
BoD Chair |
|
BoD Member |
|
in cash |
|
335,000 |
|
100,000 |
|
in restricted shares |
|
300,000 |
|
90,000 |
|
Total |
|
635,000 |
|
190,000 |
|
|
|
|
|
|
|
+ |
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|
|
|
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|
|
|
|
|
|
Additional Cash Compensation p.a. (in CHF) 1 |
|
|
|
|
|
|
|
Committee Chair |
|
Committee Member |
|
Audit Committee |
|
60,000 |
|
20,000 |
|
Nomination and Compensation Committee |
|
60,000 |
|
20,000 |
1) No additional committee fees are due to the BoD Chair.
Shareholding ownership guideline
Members of the Board of Directors are required to hold a minimum of 5,000 dormakaba shares within three years of appointment. Following the share split approved at the Annual General Meeting held on 21 October 2025, the minimum shareholding requirement was adjusted from 500 shares to 5,000 shares to reflect the change in the number of shares outstanding, without altering the underlying value of the guideline.
Compensation of the BoD in the financial year 2025/26
The compensation awarded to the BoD in the financial year 2025/26 is within the limits approved by the shareholders at the AGM:
|
Compensation period |
|
Approved amount (CHF) |
|
Effective amount (CHF) |
|
AGM 2024 – AGM 2025 |
|
3,200,000 |
|
2,630,036 |
|
AGM 2025 – AGM 2026 |
|
3,200,000 |
|
To be determined 1) |
1 The compensation period is not yet completed; a definitive assessment will be provided in the 2026/27 Compensation Report.
Summary of current variable compensation system for the EC
The variable compensation system applicable to the EC is designed to engage executives to implement the company’s strategy, to achieve both short- and long-term business objectives, and to create sustainable shareholder value. It consists of the following elements:
Short-term incentive mechanism
Variable annual cash payment based on the achievement of Group financial performance indicators.
Individual STI target amounts are determined based on role, market requirements and under strict consideration of our benchmark and pay mix policy as described in the section Total Target Compensation Approach.
Long-term incentive mechanism
Annual grant of Performance Share Units (PSUs), designed to support the achievement of long-term business objectives and the creation of sustainable shareholder value, subject to a three-year vesting period.
Individual LTI target amounts are determined based on role, market requirements and in consideration of our benchmark and pay mix policy, as described in the section Total Target Compensation Approach.
Shareholding ownership guideline
EC members are required to own a minimum multiple of their annual base salary in dormakaba shares within five years of tenure:
|
CEO |
|
300% of annual base salary |
|
EC member |
|
200% of annual base salary |
Compensation of the EC in financial year 2025/26
The total compensation awarded to the EC in financial year 2025/26 is in compliance with the maximum amount approved by the shareholders at the 2024 AGM:
|
Compensation period |
|
Approved amount (CHF) |
|
Effective amount (CHF) |
|
Financial year 2025/26 |
|
15,900,000 |
|
10,358,000 |
Compensation governance
- The NCC supports the BoD with matters related to the compensation of the BoD and EC.
- Shareholders approve the maximum compensation amounts of the BoD and EC. Further, they also express their opinion on the compensation system through a consultative vote on the Compensation Report at the AGM.