Telefônica Brasil Amends Executive Incentive Plan, Adjusting Performance Metrics for Future Cycles

summarizeSummary

Telefônica Brasil updated its executive long-term incentive plan, modifying performance targets for future cycles to focus solely on Total Shareholder Return and Free Cash Flow, while retaining strong clawback provisions.

check_boxKey Events · Corporate Governance and Compliance · VIV

• Executive Incentive Plan Amended

  The company filed the full text of its 2nd Incentive Plan via Performance Units, with Cash Settlement, reflecting amendments made on May 7, 2026.

• Performance Metrics Shift for Third Cycle

  For the Third Cycle (2026-2028), the plan removes CO2 emissions neutralization and gender equality targets, focusing solely on Total Shareholder Return (TSR) and Free Cash Flow (FCF) as key performance indicators.

• Clawback and Malus Provisions Included

  The plan incorporates robust mechanisms to cancel or recover incentive payments in cases of financial restatements due to misconduct, serious code of conduct violations, or false information.

• Cash-Settled Units

  Incentives are primarily settled in cash, based on the achievement of performance objectives and the value of units representing common shares.

auto_awesomeAnalysis · VIV · Technology

This filing details the updated long-term incentive plan for Telefônica Brasil's executives, which was most recently amended on May 7, 2026. The plan links executive compensation to key performance indicators such as Total Shareholder Return (TSR) and Free Cash Flow (FCF). Notably, the plan introduces a shift in performance metrics for the Third Cycle (2026-2028), removing CO2 emissions neutralization and gender equality targets, and increasing the weighting of TSR and FCF. The plan also includes robust clawback and malus provisions, allowing the company to recover or cancel incentives in cases of financial restatements due to misconduct or fraud.