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Notwithstanding the unhelpful drafting, the problem with assessing this clause in isolation is that it only contains half of the information. The manner in which the clause will operate depends on the "targets" and "objectives" agreed with the director "from time to time". For instance (to use an oversimplified example), let's say that the target is simply "to reach £500K in sales". In that case, if it is apparant (at the 6 month performance assessment) that this has been achieved, a bonus of 20% of 12 months salary may, arguably, be payable at that point. New targets would then be agreed and set, as appropriate.
However, if the targets are monthly milestones, over a period longer than 6 months, such as £100K of sales per month over the next 12 months, I'm not entirely convinced that the second sentence of the clause means that the effective annual bonus for meeting such targets becomes 40% of salary. In my view (as in the prior example) the second sentence appears administrative in function and, in these circumstances, the word "interval" suggests a point in time when an interim payment of the total bonus liability becomes due (rather than an obligation to make payment of 20% of the full 12 months salary every 6 months if monthly targets are consistently met).
Having said this, these are just some thoughts for you to consider and only comprise my view. It is very difficult to come to any kind of conclusion on this specific clause, particularly without conducting a review of the full agreement, the past and current target arrangements and any other ancillary evidence as to how the bonus scheme operates and has operated in the past.
As for the way forward, any employee who feels that his full bonus has not been paid and who cannot resolve the situation with his employer, can make a claim in the Employment Tribunal for unlawful deduction from wages. Such claim must be made within 3 months of the date on which the wages were due.
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