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LANXESS's stock program offers employees in Germany an opportunity to buy shares in the company at a discount. The price per share is calculated from the stock market price less a discount of 30 percent. This discount is financed by LANXESS.
|Disclosure employee stock 2018|
|Disclosure of Completion employee stock 2018|
|18. June 2018: Overview of underlying individual trades|
|19. June 2018: Overview of underlying individual trades|
|20. June 2018: Overview of underlying individual trades|
|21. June 2018: Overview of underlying individual trades|
From 18 to 21 June 2018 the total number of repurchased shares, the weighted average price and the aggregated volume, each set out on a daily basis, amounted to:
|Date||Total number of repurchased shares (number)||Weighted average price (EUR)||Aggregated volume (EUR)|
|18 Jun 2018||15,500||71.0576||1,101,392.80|
|19 Jun 2018||15,500||70.0762||1,086,181.10|
|20 Jun 2018||15,500||70.7759||1,097,026.45|
|21 Jun 2018||33,223||69.0899||2,295,373.75|
LANXESS employs a fair remuneration policy that is linked to the long-term success of the company and offers employees worldwide a transparent and market-oriented compensation system.
LANXESS offers a long-term incentive program for managers in Germany and a similar program in the United States, Canada, India and China.
Long Term Incentive Plan (LTIP)/ Long Term Peformance Plan (LTSP)
LANXESS's Long Term Incentive Program started in 2005. It comprises three tranches, starting in the years 2005 - 2007. Participation in the LTIP is conditional upon each manager making a personal investment in LANXESS stock, depending on his/her base salary. Each manager's personal investment is subject to a five-year lock-up period. In each tranche of the LTIP the participants automatically receive (share-based/ non share-based) rights.
Whereas the first program comprised a share-based component (Stock Performance Plan 2005-2007) and a non-share-based component (Economic Value Plan), the subsequent programs are entirely share-based (Stock Performance Plan 2008-2010 and Stock Performance Plan 2010-2013).
The stock performance plan compares the company’s value against the Dow Jones STOXX 600 ChemicalsSM Index over a period of three years. Since participants make a personal investment and there is the chance that the stock will increase in value, the program is an attractive long-term incentive and a means of boosting employee loyalty.
For the period 2010 to 2013, the Board of Management has drawn up a new long-term incentive plan (LTIP) for LANXESS. The Long-Term Stock Performance Plan 2010-2013 (LTSP) comprises four tranches, one commencing each year. This plan also compares the company’s value against the Dow Jones STOXX 600 ChemicalsSM Index, but over a period of four years. Participation in the LTSP is also conditional upon each manager making a personal investment in LANXESS stock, depending on his/her base salary.