BRINKS CO

For the period ended Apr 28, 2026. Filed Mar 20, 2026.

About this filing

What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.

Apr 28, 2026 · Filed Mar 20, 2026

BCO$110.25+0.2%Stored close · as of Nov 6, 2026

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Contents

Primary Components

Executive Compensation Program Components for 2025

Primary Components

NEO compensation awarded in 2025 consisted of the following primary components.

		Compensation Element	How Payout Is Determined	Performance Measures	Purpose
SHORT-TERM	PAID IN CASH	Salary (fixed)	■ Compensation Committee judgment, informed by evaluation of market data	■ N/A	■ Provides compensation at a level consistent with competitive practices ■ Reflects role, responsibilities, skills, experience and performance
Annual Incentive (variable)	■ Compensation Committee review of performance against pre-established financial goals and individual performance, with certain pre-approved adjustments determined by the Compensation Committee at the time the goals are set	■ Non-GAAP Operating Profit (50% weighting) ■ Revenue (10% weighting) ■ AMS/DRS Revenue (15% weighting) ■ Free Cash Flow (25% weighting) ■ Modifier for Individual Performance ■ Market Operating Performance, as applicable	■ Motivates and rewards executives for achievement of annual corporate, business unit and individual performance goals ■ Aligns management and shareholder interests by linking pay and performance
LONG-TERM	PAID IN STOCK	LTI: PSUs (variable)	■ Formulaic, with Compensation Committee review of performance against pre-established goals measured over a three-year performance period	■ 3-year Adjusted EBITDA with a RTSR Modifier (2025-2027) ■ Stock price performance	■ Motivates and rewards executives for achievement of pre-established long-term performance goals aligned with the Company’s strategic objectives and designed to increase shareholder value ■ Enhances retention of key executives who drive sustained performance ■ Aligns management and shareholder interests by facilitating management ownership and tying compensation to stock price performance over a sustained period on absolute and relative bases
LTI: RSUs (variable)	■ RSUs vest in generally three, equal annual installments and the value of units depends on stock price at time of vesting	■ Stock price performance	■ Motivates and rewards executives for achievement of long-term goals intended to increase shareholder value ■ Enhances retention of key executives who drive sustained performance ■ Aligns management and shareholder interests by facilitating management ownership and tying compensation to stock price performance over a sustained period

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The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.