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SEC filingLiberty Global's Compensation Committee approved 2026 performance awards and long-term incentive program for executive officers, including CEO Michael T. Fries, with targets tied to revenue, EBITDA, strategic goals, and share price performance.
On March 26, 2026, Liberty Global Ltd.'s Compensation Committee established the 2026 Performance Awards for executive officers, linking payouts (0-150% of target, up to 180% individually) to achievement of budgeted revenue, adjusted EBITDA less property and equipment additions, adjusted EBITDA, and strategic goals. The CEO's target is $13 million, with other named executive officers (NEOs) at $2.75-$5 million. Executives can elect to receive awards in Class A/C ordinary shares (CEO any class), plus a 12.5% illiquidity premium in restricted share units vesting the following March if shares are held. The 2026 Long-Term Incentive Program under the 2023 Incentive Plan allocates ~$16 million target equity to the CEO and $4.25-$6.25 million to other NEOs across ~480 participants. PSUs (50%) reward share price growth to pre-set levels over 2026-2028, with cliff vesting in 2029, mimicking stock appreciation rights. LGIP (10%) incentivizes Liberty Growth portfolio value growth versus 2025 year-end, settled in cash or shares. RSUs (40%) provide retention via three-year annual vesting. This structure emphasizes equity alignment with shareholders, prioritizing share price appreciation and strategic execution.