SPNT adopts new executive severance plan with 150% CiC payout

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[8-K] SiriusPoint Ltd. Reports Material Event

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[8-K] SiriusPoint Ltd. Reports Material Event

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[8-K] SiriusPoint Ltd. Reports Material Event

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Corporate Governance Expert neutral

Insurance Sector Equity Analyst neutral

FAQ

Q: What event did SiriusPoint Ltd. (SPNT) report in its 8-K?

Q: How much severance will SPNT executives receive if terminated without cause?

Q: What change-in-control benefits are included in the new SPNT plan?

Q: Does the plan affect SiriusPoint's other employees?

What event did SiriusPoint Ltd. (SPNT) report in its 8-K?

How much severance will SPNT executives receive if terminated without cause?

What change-in-control benefits are included in the new SPNT plan?

Does the plan affect SiriusPoint's other employees?

Will the severance plan immediately impact SPNT earnings?

What event did SiriusPoint Ltd. (SPNT) report in its 8-K?

How much severance will SPNT executives receive if terminated without cause?

What change-in-control benefits are included in the new SPNT plan?

Does the plan affect SiriusPoint's other employees?

Will the severance plan immediately impact SPNT earnings?

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What event did SiriusPoint Ltd. (SPNT) report in its 8-K?

How much severance will SPNT executives receive if terminated without cause?

What change-in-control benefits are included in the new SPNT plan?

Does the plan affect SiriusPoint's other employees?

Will the severance plan immediately impact SPNT earnings?

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SPNT Latest SEC Filings

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The company adopted a new Executive Severance Plan effective 1 Aug 2025.

They receive a lump-sum equal to 52 weeks base pay plus STI, bonus vesting and benefits.

Cash severance and STI payments rise to 150 % of standard amounts if separation occurs within 12 months of a CiC.

Yes, selected employees receive 2 weeks pay per year of service (6 mths min, 52 wks max) plus similar incentives.

Filing Impact

(Moderate)

Filing Sentiment

(Neutral)

Form Type

8-K

Rhea-AI Filing Summary

On 30 Jul 2025 SiriusPoint Ltd. (NYSE: SPNT) filed an 8-K announcing adoption of an Executive Severance Plan, effective 1 Aug 2025. The plan, approved by the board the same day, governs cash, benefit and equity payouts for two groups: (i) named executives/officers and (ii) other selected employees.

Executives terminated without cause or resigning for Good Reason receive, upon signing a release:

One-time cash equal to 52 weeks base salary
Prior-year STI target (if exit 鈮� 31 Mar) or pro-rated current-year STI (鈮� 1 Apr)
Immediate vesting of any cash bonus
Lump-sum of employer-paid medical, dental & vision premiums for 52 weeks

Change-in-Control (CiC): If separation occurs within 12 months of a CiC, cash base-pay and STI amounts are elevated to 150 % of the standard benefit. CiC is defined as: (1) >50 % voting power transfer, (2) sale of substantially all assets, or (3) replacement of a board majority within 24 months.

Other eligible employees receive 2 weeks base pay per year of service (min 6 mths, max 52 wks) plus parallel STI, bonus and benefit terms.

Equity: pro-rated vesting of RSUs/PSUs, extended option exercise (鈮�3 yrs) and full vesting of buy-out awards.

The plan standardises exit economics and could aid retention during strategic reviews, but it also increases potential cash outflows in layoffs or M&A events.

2025雲� 7鞗� 30鞚�, SiriusPoint Ltd. (NYSE: SPNT)電� 8-K 靹滊毳� 鞝滌稖頃橃棳 2025雲� 8鞗� 1鞚茧秬韯� 氚滍毃霅橂姅 鞛勋洂韲挫旮� 瓿勴殟 毂勴儩鞚� 氚滍憸頄堨姷雼堧嫟. 鞚� 瓿勴殟鞚€ 臧欖潃雮� 鞚挫偓須岇棎靹� 鞀轨澑霅橃棃鞙茧┌, 霊� 攴鸽９鞐� 雽€頃� 順勱笀, 氤惦Μ頉勳儩氚� 欤检嫕歆€旮夓潉攴滌爼頃╇媹雼�: (i) 歆€鞝� 鞛勋洂/鞛勋洂氚� (ii) 旮绊儉靹犾爼霅� 歆侅洂霌�.

鞛勋洂鞚� 鞝曤嫻頃� 靷湢鞐嗢澊頃搓碃霅橁卑雮� 鞝曤嫻頃� 鞚挫湢搿� 靷瀯頃� 瓴届毎, 頃挫牅靹滊獏鞁� 雼れ潓鞚� 氚涭姷雼堧嫟:

旮半掣旮� 52欤茧秳鞚检嫓旮�
韲挫偓鞚检澊 3鞗� 31鞚� 鞚挫爠鞚措┐ 鞝勲厔霃� 氇╉憸 STI, 4鞗� 1鞚� 鞚错泟氅� 順勲厔霃� 牍勲 氚半秳 STI
歃夓嫓順勱笀氤措剤鞀� 甓岆Μ 頇曥爼
瓿犾毄欤缄皜攵€雼错晿電� 鞚橂, 旃橁臣氚� 鞁滊牓氤错棙耄� 52欤茧秳鞚检嫓旮�

瓴届榿甓� 氤€瓴�(CiC): 瓴届榿甓� 氤€瓴� 頉� 12臧滌洈鞚措偞鞐� 韲挫偓頃橂姅瓴届毎旮半掣旮� 氚� STI 順勱笀歆€旮夓暋鞚� 響滌 順滍儩鞚� 150%搿� 靸侅姽頃╇媹雼�. CiC電� (1) 50% 齑堦臣鞚橁舶甓� 鞚挫爠, (2) 鞁れ鞝� 鞛愳偘鞝勲秬毵り皝, (3) 24臧滌洈雮� 鞚挫偓須� 瓿茧皹靾� 甑愳泊搿� 鞝曥潣霅╇媹雼�.

旮绊儉鞛愱博歆侅洂鞚€ 攴检啀鞐半弰雼� 旮半掣旮� 2欤茧秳(斓滌唽 6臧滌洈, 斓滊寑 52欤�)瓿� 霃欕摫頃� STI, 氤措剤鞀� 氚� 氤惦Μ頉勳儩臁瓣贝鞚� 氚涭姷雼堧嫟.

欤检嫕: RSU/PSU 牍勲 甓岆Μ 頇曥爼, 鞓奠厴頄夓偓旮瓣皠鞐办灔(斓滊寑 3雲�), 毵れ垬氤挫儊欤检嫕鞕勳爠甓岆Μ 頇曥爼.

鞚� 瓿勴殟鞚€ 韲挫 鞁� 瓴届牅鞝� 臁瓣贝鞚� 響滌頇旐晿鞐� 鞝勲灥瓴€韱� 欷� 鞚胳灛鞙犾鞐� 霃勳泙鞚� 霅� 靾� 鞛堨溂雮�, 頃搓碃雮� 鞚胳垬頃╇硲鞁� 順勱笀鞙犾稖臧€電レ劚霃� 歃濌皜鞁滍偟雼堧嫟.

Positive

Enhanced governance transparency: codifies severance terms, reducing uncertainty for investors and executives.
Retention tool: clear benefits may stabilise management during potential strategic reviews or M&A talks.

Negative

Higher contingent cash outflows: up to 150 % salary & STI under change-in-control could pressure liquidity if multiple executives depart.
Shareholder optics: rich CiC multipliers may face criticism for being overly generous relative to peer norms.

TL;DR: New plan formalises protections, signalling possible strategic activity; cost impact moderate, governance clarity improves.

The severance framework brings SPNT in line with Bermuda-listed insurance peers by codifying payout formulas and limiting board discretion. Fixed 52-week salary plus STI is market-typical; the 1.5脳 CiC multiplier is on the mid-high end, suggesting management anticipates potential M&A or activist pressure. Because payouts substitute, not stack, with pre-existing contracts, incremental liability is confined to employees lacking prior guarantees. Yet, should a CiC trigger wide-scale leadership turnover, aggregate cash obligations could exceed US$10 m (approx. one year senior payroll). Investors gain transparency into termination costs, but dilution risk from accelerated equity vesting rises modestly.

TL;DR: Neutral near-term financial impact; slightly defensive posture ahead of possible consolidation in specialty reinsurance.

SiriusPoint鈥檚 severance plan does not alter earnings guidance, yet it marginally upticks contingent liabilities and may weigh on book value if multiple exits coincide with a CiC. The defensive structure can reassure executives during strategic negotiations, arguably supporting operational continuity. However, the 150 % CiC premium might be viewed as shareholder-unfriendly should leadership changes follow a takeover. Overall, plan adoption is governance-driven rather than earnings-driven, leaving valuation largely unchanged.

鞛勋洂鞚� 鞝曤嫻頃� 靷湢鞐嗢澊頃搓碃霅橁卑雮� 鞝曤嫻頃� 鞚挫湢搿� 靷瀯頃� 瓴届毎, 頃挫牅靹滊獏鞁� 雼れ潓鞚� 氚涭姷雼堧嫟:

旮半掣旮� 52欤茧秳鞚检嫓旮�
韲挫偓鞚检澊 3鞗� 31鞚� 鞚挫爠鞚措┐ 鞝勲厔霃� 氇╉憸 STI, 4鞗� 1鞚� 鞚错泟氅� 順勲厔霃� 牍勲 氚半秳 STI
歃夓嫓順勱笀氤措剤鞀� 甓岆Μ 頇曥爼
瓿犾毄欤缄皜攵€雼错晿電� 鞚橂, 旃橁臣氚� 鞁滊牓氤错棙耄� 52欤茧秳鞚检嫓旮�

欤检嫕: RSU/PSU 牍勲 甓岆Μ 頇曥爼, 鞓奠厴頄夓偓旮瓣皠鞐办灔(斓滊寑 3雲�), 毵れ垬氤挫儊欤检嫕鞕勳爠甓岆Μ 頇曥爼.

08/05/2025 - 04:31 PM

UNITED STATES

SECURITIES AND EXCHANGE COMMISSION

WASHINGTON, D.C. 20549

FORM 8-K

CURRENT REPORT

Pursuant to Section 13 or 15(d)

of the Securities Exchange Act of 1934

Date of Report (Date of Earliest Event Reported): July 30, 2025

SIRIUSPOINT LTD.

(Exact name of registrant as specified in its charter)

Bermuda

001-36052

98-1599372

(State or other jurisdiction

of incorporation)

(Commission

File Number)

(I.R.S. Employer

Identification No.)

Point Building

3 Waterloo Lane

Pembroke HM 08 Bermuda

(Address of principal executive offices and Zip Code)

Registrant’s telephone number, including area code: +1 441 542-3300

Not Applicable

(Former name or former address, if changed since last report)

Check the appropriate box below if the Form 8-K filing is intended to simultaneously satisfy the filing obligation of the registrant under any of the following provisions:

☐	Written communications pursuant to Rule 425 under the Securities Act (17 CFR 230.425)

☐	Soliciting material pursuant to Rule 14a-12 under the Exchange Act (17 CFR 240.14a-12)

☐	Pre-commencement communications pursuant to Rule 14d-2(b) under the Exchange Act (17 CFR 240.14d-2(b))

☐	Pre-commencement communications pursuant to Rule 13e-4(c) under the Exchange Act (17 CFR 240.13e-4(c))

Securities registered pursuant to Section 12(b) of the Act:


Title of each class	Trading symbol(s)	Name of each exchange on which registered
Common Shares, $0.10 par value	SPNT	New York Stock Exchange
8.00% Resettable Fixed Rate Preference Shares, Series B, $0.10 par value, $25.00 liquidation preference per share	SPNT PB	New York Stock Exchange

Indicate by check mark whether the registrant is an emerging growth company as defined in Rule 405 of the Securities Act of 1933 (17 CFR 230.405) or Rule 12b-2 of the Exchange Act of 1934 (17 CFR 240.12b-2).

Emerging growth company ☐

If an emerging growth company, indicate by check mark if the registrant has elected not to use the extended transition period for complying with any new or revised financial accounting standards provided pursuant to Section 13(a) of the Exchange Act. ☐

Item 5.02

Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.

Adoption of SiriusPoint Ltd. Executive Severance Plan

On July 30, 2025, SiriusPoint Ltd. (the “Company”) adopted an Executive Severance Plan (the “Plan”), which will provide severance payments and benefits to eligible employees of the Company (“Participants”) in connection with certain terminations of employment. The Plan was approved by the Company’s board of directors on July 30, 2025 and has an effective date of August 1, 2025.

The Plan provides severance benefits to two different groups: a group of executives listed by title in the Plan, which includes the Company’s officers and executive officers, and a group of eligible employees selected by the Company to participate in the Plan.

Executive Benefits. Under the Plan, if a specified executive Participant is terminated by the Company without cause or if the Participant voluntarily resigns from the Company for Good Reason (as defined in the Plan), signs a release agreement, returns all Company property, and abides by all applicable restrictive covenants, the Participant would be entitled to the following benefits: (i) a lump sum payment equal to fifty two (52) weeks of base pay (the “Basic Severance”); (ii) either a lump sum payment equal to the prior year’s short-term incentive plan payout (based on annual incentive target) if the Participant is terminated on or before March 31^st(the “Prior Year Incentive”), or a lump sum payment equal to a pro-rated portion of the current year’s projected annual incentive target based on the number of days worked during the year if the Participant is terminated on or after April 1^st; (iii) full vesting of any cash bonus unless the terms of the award provide otherwise; (iv) and a lump sum payment equal to the amount of premiums the Company would have paid for medical, dental and vision benefits for the Participant given the Participant’s current elections for the 52-week severance period. If a Participant is entitled to greater severance benefits in the aggregate under an employment or severance agreement, the Participant will be entitled to receive those benefits in lieu of benefits under the Plan, considering only the Participant’s severance payments related to base pay, short-term incentive payments, cash bonus payments, COBRA benefits and the value of any vesting of equity compensation.

Enhanced Change in Control Benefits. If the separation described in the preceding paragraph occurs within a twelve-month period following a change in control, the Participant would be entitled to enhanced severance consisting of 150% of the Participant’s Basic Severance and 150% of the Prior Year Incentive set forth in the preceding paragraph. If a Participant is entitled to greater severance benefits in the aggregate under an employment or severance agreement, the Participant will be entitled to receive those benefits in lieu of benefits under the Plan, considering only the Participant’s severance payments related to base pay, short-term incentive payments, cash bonus payments, COBRA benefits and the value of any vesting of equity compensation.

For purposes of the Plan, a change in control includes: (i) the acquisition by a third party of more than 50% of the Company’s voting securities; (ii) the sale, transfer, or other disposition of all or substantially all of the assets of the Company and any subsidiaries to a third party that is not an affiliate immediately prior to such sale, transfer, or other disposition; or (iii) the replacement of a majority of the Company’s board of directors during any 24-month period.

Benefits for Other Eligible Participants. Other eligible Participants who are terminated by the Company without cause or who voluntarily resign from the Company for Good Reason, sign a release agreement, return all Company property, and abide by all applicable restrictive covenants, are entitled to the following benefits: (i) a lump sum payment equal to two weeks of base pay for each year of service, with a minimum of 6 months and a maximum of 52 weeks of base pay; (ii) either a lump sum payment equal to the prior year’s short-term incentive plan payout (based on annual incentive target) if the Participant is terminated on or before March 31st or a lump sum payment equal to a pro-rated portion of the current year’s projected annual incentive target based on the number of days worked during the year if the Participant is terminated on or after April 1^st; (iii) full vesting of any cash bonus unless the terms of the award provide otherwise; (iv) and a lump sum payment equal to the amount of premiums the Company would have paid for medical, dental and vision benefits for the Participant given the Participant’s current elections during the severance period (between 6 months and 52 weeks). If a Participant is entitled to greater severance benefits in the aggregate under an employment or severance agreement, the Participant will be entitled to receive those benefits in lieu of benefits under the Plan, considering only the Participant’s severance payments related to base pay, short-term incentive payments, cash bonus payments, COBRA benefits and the value of any vesting of equity compensation.

Equity. In addition, all Participants may receive the following benefits related to any outstanding equity awards: (i) a pro-rated number of performance restricted share units may vest based on the number of days the Participant worked during the performance period and multiplied by a severance performance multiplier as set forth in the award agreement; (ii) a pro-rated number of restricted share units may vest; (iii) vested options shall become exercisable until the earlier of 3 years from the termination date or 10 years from the grant date (or 5 years from the grant date, in the case of incentive stock options granted to a 10% shareholder); and (iv) outstanding, vested Buy-out Equity Awards (as defined in the Plan) shall be 100% vested at the termination date with an assumed performance multiplier set at 100%.

The foregoing description of the Plan does not purport to be complete and is subject to, and qualified in its entirety by, the full text of the Plan, which is attached as Exhibit 10.1 and incorporated herein by reference.

Item 9.01

Financial Statements and Exhibits.

(d) Exhibits.


Exhibit No.		Description

10.1		SiriusPoint Ltd. Executive Severance Plan and Summary Plan Description.

104		Cover Page Interactive Data File (embedded within the Inline XBRL document)

SIGNATURE

Pursuant to the requirements of the Securities Exchange Act of 1934, the registrant has duly caused this report to be signed on its behalf by the undersigned hereunto duly authorized.

Source:

The company adopted a new Executive Severance Plan effective 1 Aug 2025.

They receive a lump-sum equal to 52 weeks base pay plus STI, bonus vesting and benefits.

Cash severance and STI payments rise to 150 % of standard amounts if separation occurs within 12 months of a CiC.

Yes, selected employees receive 2 weeks pay per year of service (6 mths min, 52 wks max) plus similar incentives.

No immediate P&L effect; costs arise only upon qualifying terminations, so the near-term financial impact is neutral.

Date: August 5, 2025

/s/ Linda Lin

Chief Legal Officer and Corporate Secretary