| Indicator (in €) | 2025 (*) | 2024 | 2025/2024 change | Upper limit applicable in 2025 | Percentage of maximum bonus received in 2025 |
|---|---|---|---|---|---|
| Total economic and financial part (full-year basis) |
Total economic and financial part (full-year basis)2025 (*)1,248,000 |
Total economic and financial part (full-year basis)2024 1,248,000 |
Total economic and financial part (full-year basis)2025/2024 change 0% |
Total economic and financial part (full-year basis)Upper limit applicable in 2025 1,248,000 |
Total economic and financial part (full-year basis)Percentage of maximum bonus received in 2025 100% |
| Part based on managerial and ESG performance (full-year basis) |
Part based on managerial and ESG performance (full-year basis)2025 (*)790,386 |
Part based on managerial and ESG performance (full-year basis)2024 748,800 |
Part based on managerial and ESG performance (full-year basis)2025/2024 change +5.55% |
Part based on managerial and ESG performance (full-year basis)Upper limit applicable in 2025 832,000 |
Part based on managerial and ESG performance (full-year basis)Percentage of maximum bonus received in 2025 95% |
| Total variable remuneration (full-year basis) |
Total variable remuneration (full-year basis) 2025 (*)2,038,386 |
Total variable remuneration (full-year basis) 2024 1,996,800 |
Total variable remuneration (full-year basis) 2025/2024 change +2.08% |
Total variable remuneration (full-year basis) Upper limit applicable in 2025 2,080,000 |
Total variable remuneration (full-year basis) Percentage of maximum bonus received in 2025 98% |
| On a pro rata basis for January-April 2025 |
On a pro rata basis for January-April 2025 2025 (*)679,462 |
On a pro rata basis for January-April 2025 2024
|
On a pro rata basis for January-April 2025 2025/2024 change
|
On a pro rata basis for January-April 2025 Upper limit applicable in 2025
|
On a pro rata basis for January-April 2025 Percentage of maximum bonus received in 2025
|
These plans are mentioned in paragraph 5.3.1, “Existing long-term incentive plans”, pages 165 to 166.
Mr Huillard is eligible to be granted conditional awards under the following long-term incentive plans in force at 31 December 2025:
| Number of shares in awards granted | Fair value at the grant date (in €) | Number of shares after reduction due to the end of service as Chief Executive officer on 30 April 2025 | Vesting date | |
|---|---|---|---|---|
| Plan set up on 13 April 2023 |
Plan set up on 13 April 2023Number of shares in awards granted 36,387 |
Plan set up on 13 April 2023Fair value at the grant date (in €)3,379,988 |
Plan set up on 13 April 2023Number of shares after reduction due to the end of service as Chief Executive officer on 30 April 2025 24,833 |
Plan set up on 13 April 2023Vesting date 13 April 2026 |
| Plan set up on 9 April 2024 |
Plan set up on 9 April 2024Number of shares in awards granted 35,718 |
Plan set up on 9 April 2024Fair value at the grant date (in €)3,379,994 |
Plan set up on 9 April 2024Number of shares after reduction due to the end of service as Chief Executive officer on 30 April 2025 12,951 |
Plan set up on 9 April 2024Vesting date 9 April 2027 |
In accordance with the provisions of Article 26.3.3 of the Afep-Medef code, Mr Huillard made a commitment not to engage in any hedging transactions in respect of his own risks with regard to the shares in awards granted under the long-term incentive plans for which he is eligible, and agreed to respect this commitment until the end of the holding period for the shares as set by the Board, where applicable.
The supplementary pension benefits for which Mr Huillard has been eligible since 1 May 2025, under the defined benefit pension plan set up in March 2010 by the Company for its senior executives, are subject to a payment limit equal to eight times the annual French social security ceiling. No charge in this respect is recognised in VINCI’s parent company financial statements for the year ended 31 December 2025, as the benefits have been externalised.
| Non-executive officer | Employment contract | Supplementary pension plan | Allowances or benefits that could be due as a result of the cessation of duties or a change in duties | Allowances for non-competition clause |
|---|---|---|---|---|
| Xavier Huillard, Chairman of the Board |
Xavier Huillard, Chairman of the Board Employment contract No |
Xavier Huillard, Chairman of the Board Supplementary pension plan No |
Xavier Huillard, Chairman of the Board Allowances or benefits that could be due as a result of the cessation of duties or a change in duties No |
Xavier Huillard, Chairman of the Board Allowances for non-competitionclause No |
| Xavier Huillard | 2025 | 2024 |
|---|---|---|
| Remuneration payable for 2025 |
Remuneration payable for 2025 2025 1,719,294 |
Remuneration payable for 2025 2024 3,302,605 |
| Value of awards under the long-term incentive plan set up on 9 April 2024 |
Value of awards under the long-term incentive plan set up on 9 April 2024 2025 - |
Value of awards under the long-term incentive plan set up on 9 April 2024 2024 3,379,994 |
| Total |
Total 2025 1,719,294 |
Total 2024 6,682,599 |
| 2025 | 2024 | |||
|---|---|---|---|---|
| Xavier Huillard | Amount payable for the year as decided by the Board | Amount paid during the year by the Company | Amount payable for the year as decided by the Board | Amount paid during the year by the Company |
| Gross fixed remuneration as Chairman of the Board |
600,000 |
600,000 |
|
|
| Gross fixed remuneration as Chairman and Chief Executive Officer(*) |
433,333 |
433,333 |
1,300,000 |
1,300,000 |
| Total gross short-term variable remuneration |
679,462 |
1,996,800 |
1,996,800 |
1,997,926 |
| Of which: | ||||
| - Gross short-term variable remuneration |
- |
1,983,050 |
- |
1,984,176 |
| - Remuneration as a Board member(**) |
- |
13,670 |
- |
13,750 |
| Benefits in kind(***) |
6,499 |
6,499 |
5,805 |
5,805 |
| Total |
1,719,294 |
3,036,632 |
3,302,605 |
3,303,731 |
