MIFIDPRU 8 Remuneration Disclosure
MB Capital Ltd (FRN 504272) - financial year ended 31 May 2026
1. Introduction
MB Capital Ltd (the Firm) is authorised and regulated by the Financial Conduct Authority (FCA) and is classified as a small and non-interconnected (SNI) MIFIDPRU investment firm under the Investment Firms Prudential Regime.
This disclosure is made under MIFIDPRU 8.6 of the FCA Handbook. It sets out the Firm’s approach to remuneration and the total remuneration awarded to its staff for the financial year ended 31 May 2026. The disclosure is made on a solo basis.
The Firm has not issued any additional tier 1 instruments and is therefore not required to make the other disclosures in MIFIDPRU 8.
2. Approach to remuneration
The Firm’s remuneration policy is designed to be proportionate to its size, internal organisation and the nature, scale and complexity of its activities. Its aims are to:
- attract and retain staff with the skills and experience the Firm needs;
- support sound and effective risk management and the Firm’s long-term strategy;
- avoid conflicts of interest and ensure that remuneration does not encourage behaviour that could harm clients or the Firm; and
- ensure that staff are paid equally for equal work, without discrimination on the basis of any characteristic protected under the Equality Act 2010.
All staff are paid fixed remuneration only. The Firm does not operate any bonus, commission, incentive or profit-share arrangement, and pay is not linked to sales, revenue, products recommended or the number of clients or introductions. This removes any financial incentive for staff to take excessive risk or to act against the interests of clients.
3. Governance
The Firm’s Board of Directors is responsible for approving the remuneration policy, reviewing it at least annually and overseeing its implementation. Given the Firm’s size and fixed-pay structure, the Board has not established a separate Remuneration Committee. The Firm’s Compliance Officer contributes to the annual review to confirm that the policy continues to meet regulatory requirements. No individual takes part in decisions about their own pay.
The remuneration policy was last reviewed and approved by the Board on [10/09/2026].
4. Key characteristics of remuneration
- Fixed remuneration comprises base salary, employer pension contributions. It reflects each person’s role, responsibilities and professional experience, and is reviewed annually.
- Variable remuneration is not paid. Any future introduction of variable remuneration would require the Board to approve an updated remuneration policy first.
- Performance assessment: staff take part in an annual appraisal that considers both financial and non-financial criteria. Non-financial criteria, including compliance, conduct, client outcomes and risk management, carry the greater weight. The outcome informs salary reviews and progression.
- Other payments: the Firm does not award guaranteed bonuses, retention awards or buy-out awards. Severance pay is limited to statutory and contractual entitlements unless the Board approves otherwise.
- Capital: staff costs are taken into account in the Firm’s assessment of its capital and liquidity requirements so that remuneration does not limit its ability to maintain a sound capital base.
5. Quantitative information
Total remuneration awarded to all staff for the financial year ended 31 May 2026:
Remuneration | Amount (£) |
|---|---|
Fixed remuneration | £36,191 |
Variable remuneration | £0 |
Total remuneration | £36,191 |