Annual Report & Accounts 2026
33
OUR GOVERNANCE
The following table shows Share Awards held by Directors:
31 January 2026 Lapsed
Vested
Granted 31 January 2026
Ashley Miller
73,145
(2,867)
(16,251)
26,093
80,120
Total
73,145
(2,867)
(16,251)
26,093
80,120
DIRECTORS’ INTERESTS
According to the register of Directors’ interests maintained under the Companies Act, the following interests in shares of the Company were held by the Directors in office at the year end:
2026 2026 James Knight
8,927,012
8,927,012
Ashley Miller
237,347
228,796
Robin Williams
11,000
11,000
Salar Farzad
2,050
2,050
Isabel Napper
1,580
–
REMUNERATION POLICY
INTRODUCTION
This Remuneration Policy sets out the framework for the remuneration of the Directors and senior management of the Company. The policy is designed to attract, retain and motivate individuals with the necessary skills and experience to deliver long-term shareholder value while ensuring compliance with AIM market guidelines and corporate governance principles.
The Policy is put to an advisory vote at each AGM.
OBJECTIVES OF THE POLICY
• Align remuneration with the Company’s strategy, long-term performance, and shareholder interests.
• Provide a clear and transparent framework for setting and disclosing remuneration.
• Encourage a performance-based culture with an appropriate balance between fixed and variable pay.
OUR GOVERNANCE
The following table shows Share Awards held by Directors:
31 January 2026 Lapsed
Vested
Granted 31 January 2026
Ashley Miller
73,145
(2,867)
(16,251)
26,093
80,120
Total
73,145
(2,867)
(16,251)
26,093
80,120
DIRECTORS’ INTERESTS
According to the register of Directors’ interests maintained under the Companies Act, the following interests in shares of the Company were held by the Directors in office at the year end:
2026 2026 James Knight
8,927,012
8,927,012
Ashley Miller
237,347
228,796
Robin Williams
11,000
11,000
Salar Farzad
2,050
2,050
Isabel Napper
1,580
–
REMUNERATION POLICY
INTRODUCTION
This Remuneration Policy sets out the framework for the remuneration of the Directors and senior management of the Company. The policy is designed to attract, retain and motivate individuals with the necessary skills and experience to deliver long-term shareholder value while ensuring compliance with AIM market guidelines and corporate governance principles.
The Policy is put to an advisory vote at each AGM.
OBJECTIVES OF THE POLICY
• Align remuneration with the Company’s strategy, long-term performance, and shareholder interests.
• Provide a clear and transparent framework for setting and disclosing remuneration.
• Encourage a performance-based culture with an appropriate balance between fixed and variable pay.