(Year Ended 31 March 2026)
The Investment Firms Prudential Regime (IFPR) came into effect on the 1 January 2022 as a new regime for UK firms authorised under the Markets in Financial Instruments Directive (MiFID).
The IFPR was implemented by the Financial Conduct Authority (FCA) as prudential regulation within the MIFIDPRU section of the FCA Handbook.
Advanta Invest Limited (“the Firm”) is authorised and regulated by the Financial Conduct Authority (Ref: 953313) and is subject to the FCA’s MIFIDPRU Remuneration Code contained within SYSC 19G. The Firm is classified as a Small and Non-Interconnected Investment Firm (SNI) and applies the remuneration requirements in a manner that is proportionate to its size, internal organisation, and the nature, scope and complexity of its activities
The document is informed by the Internal Capital and Risk Assessment (ICARA) document and process set out therein. The ICARA document is kept under review and subject to annual formal revision and approval.
This document has been produced by the Firm to meet the disclosure requirements under chapter 8 of MIFIDPRU of the FCA Handbook. The Disclosures relate to the year ending 31 March 2026.
As an SNI MIFIDPRU firm under IFPR we are required to disclose the following remuneration information regarding our remuneration policy and practices under MIFIDPRU 8.
The objective of Advanta Invests remuneration policies and practices is to promote a culture that supports sound and effective risk management, the fair treatment of clients, and the long-term success of the Firm. Remuneration arrangements are designed to ensure that employees act in the best interests of clients and do not encourage excessive risk-taking or behaviours that are inconsistent with the Firm’s risk appetite, regulatory obligations, or the delivery of positive client outcomes.
For the purposes of these disclosures, the Firm applies its remuneration arrangements to all staff whose professional activities may have a material impact on the Firm, including directors and employees.
The Firm may obtain external regulatory or compliance advice when reviewing its remuneration arrangements to ensure continued compliance with applicable regulatory requirements.
The Board of Directors is responsible for overseeing the Firm’s remuneration arrangements and ensuring they remain consistent with the Firm’s business strategy, risk appetite, culture and regulatory obligations. The remuneration policy is reviewed at least annually and whenever there is a material change to the Firm’s business or regulatory requirements
The Firm’s remuneration arrangements are designed to:
The Firm does not operate remuneration arrangements that incentivise excessive risk-taking or behaviour that could result in foreseeable harm to clients.
Given the size and organisational structure of the firm, performance is assessed primarily at firm and individual level rather than through separate business units.
Fixed Remuneration
Fixed remuneration represents a sufficiently high proportion of total remuneration to enable the Firm to operate a fully flexible variable remuneration policy where no variable remuneration may be awarded.
Where awarded, variable remuneration is discretionary and is determined by considering a balanced assessment of:
The Board retains discretion to reduce or withhold variable remuneration where performance, conduct, risk management or business conditions do not justify an award.
The Firm recognises its obligations under the Consumer Duty and incorporates customer outcomes into performance assessment and remuneration decisions where appropriate. Remuneration arrangements are designed to support the delivery of fair value, effective customer support, consumer understanding and suitable products and services.
Advanta Invest is committed to maintaining remuneration arrangements that are objective, transparent and gender-neutral. Remuneration decisions do not discriminate on the basis of any protected characteristic and are consistent with the requirements of the Equality Act 2010.
As an SNI MIFIDPRU investment firm, we are required to disclose the total remuneration of all our staff split between fixed and variable remuneration for our performance year end which is also our financial year end.
For our year ending 31 March 2026, our total remuneration is split as follows:
| Type of Remuneration | Amount £000s |
| Fixed Remuneration | 696 |
| Variable Remuneration | 0 |
| Total Remuneration | 696 |
There are no staff in fee or commission earning roles and there is no minimum pay increase.
This MIFDPRU disclosure is reviewed at least annually alongside the Firm’s ICARA process and remuneration policy to ensure it remains accurate, proportionate and consistent with applicable regulatory requirements Frequency of Disclosure.