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 behave in line with our purpose. Central to this is personal attention, responding immediately to requests from clients, and contributing to a better world for future generations. 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 are: 

• The policy encourages behaviour in line with our purpose; 

• The policy ensures that employees can always provide our clients with a high level of service;  

• We maintain a healthy balance between reward and appreciation;  

• Our remuneration is competitive in the market to ensure we attract the right and skilled colleagues to assist our clients effectively; 

• The policy is realistic and does not lead to taking unacceptable risks; 

• We measure our performance annually based on predefined 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 set in advance and can be adjusted, subject to the approval of the respective employee. This is then documented. 

We pay our employees an annual salary, including an annual holiday allowance equal to 8% of the annual salary. Once an employee has completed four years of service, they are offered the option to take a one-off sabbatical of one month. During this sabbatical, the employee's salary continues to be paid.

Anniversary celebrations 

No policy has been drafted for this yet. As we are a young company, there are currently no employees celebrating work anniversaries. 

Salary increase

Every 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 guiding principle is that it must be clear to employees what this variable remuneration is based on. This always represents a healthy balance between financial results, qualitative and quantitative criteria in the long term, 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 company's financial position, 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 role or seniority.  

Severance pay 

No predefined severance pay has been established. Any severance payment upon dismissal is determined in accordance with 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 during the preceding period, the income level of comparable positions within the financial sector, and the relationship to the remuneration policy of (other) employees. The remuneration and other employment conditions of the management board comply 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.