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MIFIDPRU Disclosure as at 31st December 2025

Hundle & Partners Limited (‘Hundle’ or the ‘Firm’) is authorised and regulated by the Financial Conduct Authority (‘the FCA’). The Firm is a London based private limited company that has been established to provide clients with financial investment services. Hundle is classified as a ‘small and non-interconnected firm’ (SNI firm) under the MIFIDPRU Handbook. Accordingly, these disclosures have been prepared as per the requirements contained within MIFIDPRU 8.6. The relevant rules and guidance for the Firm’s remuneration code is contained within the FCA's SYSC 19G Sourcebook of the FCA’s Handbook.

The Remuneration Code (the “RemCode”) covers an individual’s total remuneration - fixed and variable. The

Firm incentivises staff through a combination of the two.

Hundle’s remuneration policy is designed to ensure that it complies with the RemCode and that its compensation arrangements:

  1. Are consistent with and promote sound and effective risk management;
  2. Do not encourage excessive risk taking;
  3. Includes measures to avoid conflicts of interest;
  4. Are in line with the Firm's business strategy, objectives, values, and long-term interests; and
  5. Are on a gender-neutral basis.

Proportionality

The FCA has sought to apply proportionality with respects to the Firm's disclosures. Hundle's disclosure is made in accordance with its size, internal organisation, nature, scope, and complexity of its activities and business model.

Application of the Requirements

The Firm completes the remuneration disclosure annually on the date the Firm publishes its annual financial statements. As appropriate, this disclosure will be made more frequently if there is a significant change to the Firm’s business model.

A summary of the Firm’s approach to remuneration for staff, including the decision-making procedures and governance in adopting the remuneration code:

  • Hundle’s remuneration policy has been developed internally and agreed by the Firm’s Board in line with the remuneration principles laid down by the FCA.
  • Due to the size, nature, and complexity of the Firm, Hundle is not required to appoint an independent remuneration committee.
  • The policy is gender neutral and quality objectives are considered when awarding variable remuneration.
  • Staff with control functions oversee all relevant business units and are remunerated according to objectives linked to their functions.
  • The remuneration of senior staff in risk management and compliance functions is directly overseen by the Board.
  • The fixed and variable components of remuneration are appropriately balanced. Fixed pay represents a sufficiently high proportion of total remuneration to ensure the possibility of paying lower, or no, variable remuneration in any particular year.
  • When assessing individual performance, both financial and non-financial criteria must be taken into account.
  • Hundle’s ability to pay a variable remuneration is based on the performance of the Firm overall.

Qualitative characteristics of the remuneration policies and practices:

  • Effective risk management is core to the business and is considered as part of any remuneration awards.
  • Individuals are rewarded based on their contribution to the overall strategy of the business. Other factors, such as performance, risk management, reliability, effectiveness of controls, business development and contribution to the business are taken into account when assessing the performance of the staff.
  • The policy makes a clear distinction between the criteria applied to determine fixed and variable remuneration.
  • The variable remuneration must not be higher than 100% of the fixed remuneration and is only paid following an assessment of the Firm’s regulatory capital and liquidity requirements.
  • The various components of remuneration are as follows:
    • Fixed remuneration, including base salary, national insurance, pension, life assurance, and medical insurance.
    • Variable remuneration, including discretionary bonuses and national insurance.

Quantitative information on remuneration:

With respect to the financial year ended 31 December 2025, the total amount of remuneration awarded to all staff interpreted under SYSC 19G.1.24G was as follows:

 

Fixed remuneration Variable remuneration
All staff 1,243,400 124,756