Public Disclosures

Public Disclosures pertaining to Remuneration

1. Introduction and Context

The Investment Firms Prudential Regime (IFPR) is the FCA’s prudential regime for MiFID investment firms which aims to streamline and simply the prudential requirements for UK investment firms. IFPR came into effect on 1^st January 2022, and its provisions apply to Claret Capital Partners Limited (CCP) as an FCA authorized and regulated firm.

CCP is classified as a SNI firm given it does not breach any requirements set out in MIFIDPRU 1.2.1 R.

Claret Capital Partners Limited is required to disclosure the following information:

• Remuneration Policy and practices (MIFIDPRU 8.6)
  • Provision of quantitative and qualitative disclosures in respect of the firm’s remuneration arrangements

2. Remuneration
   
   2.1. Overall Approach to Remuneration

Claret’s Senior Management Team and HR team oversee the implementation of the remuneration policy, and its responsibilities include:

• Reviewing and approving the overall remuneration strategy.
• Ensuring that remuneration packages are in line with the business strategy and risk appetite.
• Reviewing and approving the design of bonus schemes and other incentive plans.

         2.2. Governance

The remuneration policy is reviewed regularly to ensure compliance with FCA regulations. Checks and balances are in place to prevent biases and maintain the integrity of the remuneration process. Any changes are communicated to employees and stakeholders in a timely manner.

Employees are provided with clear and transparent information about their remuneration, including base salary, bonuses, and other benefits. Claret aims to communicate these changes by 1 February following the close of the December review cycle.

This Remuneration Policy is reviewed and approved by the Claret Capital Partners Ltd Board on an annual basis.

        2.3. Remuneration and Performance

Base salaries are determined based on market benchmarks, individual roles and responsibilities, and the experience and performance of employees. Salary benchmarking takes place annually and compensation is adjusted accordingly to remain competitive in the market.

Claret provides a range of benefits including; life and income assurance, health insurance, travel insurance, pension plans, and other perks contributing to the overall compensation package.

        2.4. Variable Remuneration

Performance-related bonuses may be awarded based on individual and company performance metrics. The criteria for bonus payouts are communicated to employees during the review process.

The company may establish long-term incentive plans to align the interests of employees with the long-term success of the company. The criteria for these plans will be subject to approval by the Board.

All variable remuneration are paid through the Firms payroll, in cash, following the finalisation of the award.

       2.5. Remuneration Criteria

The financial and non-financial criteria the Firm uses to determine awarded remuneration is outlined below:

Financial Criteria:

• Company Performance
• Individual performance against set numerical targets

Non-financial criteria

• Individual performance against personal development targets
• Alignment to competency framework
• Demonstrating Claret’s core values

        2.6. Quantitative Disclosure

The table below sets out the fixed versus variable remuneration paid by the firm during the year ended 31 December 2024. The Firm currently employees 26 members of staff.