IG Group Holdings has granted long-term share option awards to senior executives, including chief executive officer Breon Corcoran and chief financial officer Clifford Abrahams. The awards were disclosed in a regulatory filing under the UK Market Abuse Regulation Regulation Like any other industry with a high net worth, the financial services industry is tightly regulated to help curb illicit behavior and manipulation. Each asset class has its own set of protocols put in place to combat their respective forms of abuse.In the foreign exchange space, regulation is assumed by authorities in multiple jurisdictions, though ultimately lacking a binding international order. Who are the Industry’s Leading Regulators?Regulators such as the UK’s Financial Conduct Authority ( Like any other industry with a high net worth, the financial services industry is tightly regulated to help curb illicit behavior and manipulation. Each asset class has its own set of protocols put in place to combat their respective forms of abuse.In the foreign exchange space, regulation is assumed by authorities in multiple jurisdictions, though ultimately lacking a binding international order. Who are the Industry’s Leading Regulators?Regulators such as the UK’s Financial Conduct Authority ( Read this Term.

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Based on the grant-date share price of £14.377, the awards have a notional value of about £6.87 million. This includes roughly £6.53 million for 454,000 long-term incentive plan options and around £0.34 million for 23,753 deferred bonus shares. The final value will depend on performance conditions and the share price at the time of vesting or exercise.

Executive Share Awards Linked to Performance

The grants form part of the firm’s Long Term Incentive Plan and Annual Bonus Plan. They were issued as share options with a nominal exercise price of 0.005 pence per share.

Under the LTIP, Corcoran received a larger allocation than Abrahams. Both executives were also granted deferred shares linked to annual bonus outcomes for the previous financial year.

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The LTIP awards are subject to performance conditions measured over a three-year period starting in 2026. Vesting depends on two equally weighted metrics: group revenue and earnings per share.

Options Exercisable Ten Years After Vesting

Revenue targets range from £1.226 billion at the lower threshold to £1.513 billion for full vesting. Earnings per share targets range from 127p to 166p over the same period. Once vested, the options remain exercisable for up to ten years from grant.

The Annual Bonus Plan awards follow the same deferred structure and are subject to the same malus and clawback provisions. These allow the firm to reduce or reclaim awards under certain conditions, in line with its shareholder-approved remuneration policy adopted in 2025.