VODAFONE GROUP PUBLIC LTD CO
For the period ended Mar 31, 2026. Filed May 22, 2026.
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FY2026 · Filed May 22, 2026
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Contents
Estimates of total future potential remuneration from 2027 pay packages
The tables to the right provide estimates of the potential future remuneration for Executive Directors based on the remuneration opportunity to be granted in the 2027 financial year. Potential outcomes based on different performance scenarios are provided in accordance with the relevant regulatory requirements.
The assumptions underlying each scenario are described below.
| Fixed | Consists of base salary, benefits and pension. | ||||
|---|---|---|---|---|---|
| Base salary is at 1 July 2026. | |||||
| Benefits are valued using total remuneration figures for the 2026 financial year table on page 110 (of the 2026 annual report). | |||||
| Pensions are valued by applying cash allowance rate of 10% of base salary at 1 July 2026. | |||||
| Base (£) · Benefits (£) · Pension (£) · Total fixed (£) | |||||
| Group Chief Executive | 1,332,565 | 49,000 | 133,257 | 1,514,822 | |
| Group Chief Financial Officer | 725,000 | 62,000 | 72,500 | 859,500 | |
| Mid-point | Based on what a Director would receive if performance was in line with the Company’s business plan. | ||||
| The opportunity for the annual bonus (‘GSTIP’) is 100% of base salary under this scenario. | |||||
| The opportunity for the GLTI reflects assumed achievement mid-way between threshold and maximum performance. The opportunity for the MVSOs assumes a share price growth of 10% beyond the exercise price. | |||||
| Maximum | The maximum award opportunity for the GSTIP is 200% of base salary. | ||||
| The maximum GLTI opportunity reflects full vesting based on the maximum award levels set out in this Remuneration Policy (i.e. 350% of base salary for the Group Chief Executive and 315% of base salary for the Group Chief Financial Officer). The maximum MVSO opportunity assumes a share price growth of 30% beyond the exercise price. | |||||
| Maximum +50% | The same assumptions apply as for ‘Maximum’ but with a 50% uplift in the value of the GLTI award and, for MVSO, a 50% growth beyond the exercise price. | ||||
| All scenarios | Long-term incentives consist of share awards only which are measured at face value in the case of GLTI awards and share price growth beyond the exercise price in the case of MVSO awards. | ||||
| Strategic report | Governance | Financials | Other information | Vodafone Group Plc Annual Report on Form 20-F 2026 | 107 |
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Remuneration Policy continued
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