Remuneration policy
Introduction
This document outlines the policy, tasks and responsibility regarding remuneration at House of Risks and its affiliated organisations, such as Barbon Insurance Brokers B.V. (Barbon) and JB Risicobeheer.
Objective
The objective of this remuneration policy is to reward employees for the desired knowledge, experience, skills, behaviour and performance according to an in-house remuneration system, taking into account developments in the labor market.
The remuneration policy applies to all employees, including hired freelancers and temporary staff.
Reflecting the policy
The remuneration policy encourages employees to act in line with our purpose. Personal attention, responding immediately to requests from clients and contributing to a better world for future generations are central to this. The focus is on the long-term interest of our clients, employees, partners and our environment. Our remuneration policy encourages and supports this.
The principles for our remuneration policy:
The policy encourages behaviour that is in line with our purpose;
The policy ensures that employees can always provide a good service to our clients;
We ensure a healthy balance between remuneration and appreciation;
Our remuneration is market-competitive so that we can attract the right and good colleagues to support our clients effectively;
The policy is realistic and does not lead to taking unacceptable risks;
We measure our performance annually based on pre-determined financial and non-financial goals;
The policy complies with applicable laws and regulations and is evaluated at least once a year.
Employee remuneration
Employee remuneration can consist of a fixed and a variable component. Within these two categories, various forms of remuneration are possible. The ratio between these two forms of remuneration is limited in accordance with legal regulations.
Fixed remuneration
The fixed remuneration is determined by the management board on the basis of:
The job profile;
Relevant work experience and seniority;
Responsibility;
Market conditions.
The remuneration is determined in advance and can be adjusted after approval from the employee concerned, if applicable. This will then be documented.
We pay our employees an annual salary, including an annual holiday allowance worth 8% of the annual salary. Once an employee has been employed for four years, they are given the opportunity to take a one-time sabbatical of one month. During this sabbatical, the employee's salary will continue to be paid.
Anniversary celebration
No policy has been written for this yet. As we are a young company, there are currently no employees celebrating anniversaries.
Salary increase
Each year, the manager evaluates the employee's performance, including compliance with agreements made. This assessment forms the basis for any salary increases and/or variable remuneration.
Variable remuneration
If the business results permit, we may pay variable remuneration to our employees. The starting point is that it is clear to employees what this variable remuneration is based on. This is always a healthy balance between long-term financial results, qualitative and quantitative criteria, so that they contribute to the sustainable growth and stability of our organisation. This is how we safeguard the quality of our services.
Variable remuneration can be adjusted or clawed back if it transpires that the recipient has not met appropriate standards of competence and correct conduct, or is responsible for conduct that has significantly worsened the financial position of the company, in accordance with applicable legislation.
Allowances
Additional allowances for employees are only possible if they contribute to the vitality or personal development of employees. These contributions are capped and equal for all employees, regardless of job title or seniority.
Severance pay
No pre-determined severance pay has been established. Any severance pay upon dismissal is determined on the basis of applicable Dutch law.
Board Remuneration
The directors' remuneration is determined annually by the management board. This takes into account the achievement of objectives and agreements in the preceding period, the income level of comparable positions within the financial sector and the relationship to the remuneration policy of the (other) employees. The remuneration and further terms of employment of the board of directors are in accordance with relevant laws and regulations.
Article 1:120 of the Financial Supervision Act (Wft) stipulates that we must explicitly state how many persons working under our responsibility receive a total annual remuneration of € 1 million or more and the total amount the company has paid out in variable remuneration. In 2026, this is zero people.
