Share Name Share Symbol Market Type Share ISIN Share Description
Tristel Plc LSE:TSTL London Ordinary Share GB00B07RVT99 ORD 1P
  Price Change % Change Share Price Shares Traded Last Trade
  0.00 0.0% 600.00 0.00 07:30:02
Bid Price Offer Price High Price Low Price Open Price
600.00 630.00
Industry Sector Turnover (m) Profit (m) EPS - Basic PE Ratio Market Cap (m)
Health Care Equipment & Services 31.68 6.64 11.38 52.7 280
Last Trade Time Trade Type Trade Size Trade Price Currency
- O 0 600.00 GBX

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Date Time Title Posts
02/3/202108:47The TRISTEL story3,037
14/9/201813:56MRSA cleaner249
15/7/201512:01Tristel PLC: Cleaning up the sector340
03/1/201004:54tristel with charts-
13/2/200607:10TSTL with Charts & News3

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Tristel (TSTL) Most Recent Trades

Trade Time Trade Price Trade Size Trade Value Trade Type
2021-03-04 16:39:52607.008355,068.45O
2021-03-04 16:35:28600.007374,422.00UT
2021-03-04 16:31:15607.004,61528,013.05O
2021-03-04 15:53:28607.007504,552.50O
2021-03-04 15:52:14607.0085515.95O
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Tristel (TSTL) Top Chat Posts

Tristel Daily Update: Tristel Plc is listed in the Health Care Equipment & Services sector of the London Stock Exchange with ticker TSTL. The last closing price for Tristel was 600p.
Tristel Plc has a 4 week average price of 577p and a 12 week average price of 504p.
The 1 year high share price is 685p while the 1 year low share price is currently 280p.
There are currently 46,662,443 shares in issue and the average daily traded volume is 120,054 shares. The market capitalisation of Tristel Plc is £279,974,658.
anley: Look at todays headlines from Reckitt & Benckiser - Keep everything clean is the punch line and it struck me that if RB wanted £270m TSTL then at a big premium on todays price that would hardly move the richter scale as far as cash flow is concerned. In todays world and cheap money TSTL does not move fast enough..........
james188: There are many possible reasons for the recent TSTL share price activity (including IG recently deciding to withdraw from small cap stocks), but it does not matter much to medium and long term holders. Over time in recent years, the share price trajectory has been excellent and there is an obvious roll out strategy which is by no means solely reliant on North America. The company has barely got started in South-East Asia, has no presence in South America and is now projecting initial sales in India next month. The fact that the company remains debt free and relatively conservative are significant plusses for me. The end game may well be TSTL being acquired by a much larger fish, but why not enjoy the ride?
thewheeliedealer: Hi everyone, My mate Peter @Conkers3 and myself did a ‘Twin Petes Investing’ Podcast last week and part of our discussion includes a TopSlice of the position I hold in TSTL and my thinking behind this. I still like it a lot and am holding a fair chunk of my Portfolio but it had just grown too big, relative to my other Stocks. As always we also chatted about loads of other Stocks and Ideas for research and a fair bit of educational stuff with regards to Investing and Portfolio Management. We also start off with quite a bit about the overall Markets and where they are most likely heading. Anyway, if you use Youtube, Apple, Audioboom, Overcast, Google+ or Spotify you can find it under the 'Conkers Corner' Channel (you want Podcast TPI 42) and you can find it on Soundcloud at the link below. I hope you enjoy it and find it useful, we try to keep them light and they are totally unscripted, not like all the stuffy financial fodder you are probably more used to !! Cheers, WD @wheeliedealer hTTps://
apad: Interesting to hear, Zimbtrader. "this can only be the market pricing in US approval and roll out at scale. Looks very overvalued otherwise" The presumption here is that there is a fair value metric for all companies and a rational pricing by the market that accounts for future possibilities. TSTL is a £300million company with about 150 employees that has a significant niche in a mass market and a specialist market. It is expanding worldwide in different ways. I don't think there is a way of valuing such companies, in the conventional sense. The TSTL story has been pretty much the same since we both bought our first shares. The price movement has been something of a popularity rating, as evidenced by your IC observation. As long as the story hasn't changed I expect there to be some pessimistic observations that depress the price in the future that may give me an opportunity to increase. The price/popularity is riding high at the moment. Value judgements from a pessimistic perspective by commentators have been a powerful help to my stock picking. That pessimism always rules over optimism is written in our genes. Telling me that bears hide behind that bush gets my immediate attention and acceptance. Tell me about the safe route to avoid bears and I'm only half listening. BOO/FEVR/BVXP/TSTL are 70% of my portfolio and the 'overvalued' mantra has been a constant background hum for all four shares. Their gains are 405%/351%/103%/239%. I increase my holdings all the time, so I bought BOO last July at £2. apad
piedro: Also, I expect more of a boardroom shake out: RNS Number : 7255I Tristel PLC 15 December 2020 Result of AGM Tristel plc (AIM:TSTL), the manufacturer of infection prevention products, announces that at the Annual General Meeting held earlier today, all resolutions were duly passed. Where a resolution received approval by a majority of less than 80% of the votes cast, the Board has sought to understand the reasons behind the against votes and take appropriate action if considered necessary. David Orr, who is a non-independent Director and whose re-election was passed under Resolution 7, is a member of both the Audit and Remuneration committees to the Board. Having heard shareholders' views and in order to comply with UK best practice recommendations for a Company of Tristel's size, David will step down from these two Board committees. Resolution 12, which concerns the 2021 Executive Management Share Option Plan, was also duly passed. It is the Board's understanding that shareholders who have voted against the resolution have done so with respect to two features of the scheme. The first is that no overall dilution limit has been disclosed, the second is that a proportion of the awards under the plan vest subject to absolute share price growth targets. In recognition of the first point, the Board undertakes to disclose dilution limits for participants in future Executive Management plans. With respect to the second point, the Board concludes, following consultation, that there is not a universally held view amongst institutional shareholders regarding share price growth targets. A counter view, widely expressed, is that a share price performance measure aligns Management to all shareholders' interests and provides very clear targets. The AGM Results may be seen here ... hTTps://
mach100: Well Piedro there seems some dissatisfaction among shareholders with 2 resolutions not fully endorsed. Good to see the Board prompted into action albeit cosmetic. I doubt we will see culture change at TSTL and they have delivered in share price terms though we may have plateaued at 510p. It probably wont prove much of a sop to investors but not sure where they can go from here except more naysaying on resolutions.
piedro: Appendix I Tristel plc Executive Performance Share Plan 2021 Background The remuneration committee of the board of directors of the Company (the “Remuneration Committee”) proposes the introduction of a new long term incentive arrangement, the Tristel plc Executive Performance Share Plan 2021 (the "Plan"). The Plan has been designed to reflect the main elements and related features of the Executive Performance Share Plan 2018 (the "2018 Plan") but with appropriate updates with regard to latest best practice expectations and proposed performance conditions aligned to growth over a measurement period ending 30 June 2024. No further awards will be made under the 2018 Plan. Resolution 12 seeks shareholder approval for the Plan ("Approval"). Material terms of the Plan and the proposed options The following is a summary of the material terms of the Plan and the options proposed to be granted under the Plan. This summary is qualified in its entirety by the full text of the Plan and of the proposed option agreements, copies of which are available for inspection on the Company's website at 1. Eligibility Any executive director of the Company will be eligible to participate in the Plan. 2. Form of Awards Awards under the Plan will be in the form of options to acquire Ordinary Shares at a price of £0.01 per Ordinary Share ("Option"). 3. Performance conditions 3.1 The exercise of Options will be subject to the satisfaction of objective performance conditions which will determine the proportion (if any) of the Option that will vest. 3.2 A performance condition may be amended or substituted if one or more events occur which cause the Remuneration Committee to consider that an amended or substituted performance condition would be more appropriate. Any amended or substituted performance condition must not be materially less difficult to satisfy. 3.3 The extent to which one half of the Ordinary Shares comprising each Option may vest will be dependent on the Company’s adjusted profit before tax (“PBT”) for the financial year ending 30 June 2024 (“FY24”). PBT will be the profit before tax before deduction of IFRS2 share-based payment charges in the relevant financial statements. Options will normally vest as follows: PBT for FY24 ............................... Vesting % Below £10 million .......................... 0% £10 million to £10.40 million .............. Pro-rata 25% to 75% £10.40 million to £10.95 million ........... Pro-rata 75% to 95% £10.95 million to £11.50 million ........... Pro-rata 95% to 100% £11.50 million or higher ................... 100% 3.4 The extent to which the other half of the Ordinary Shares comprising each Option may vest will be dependent Company’s share price growth performance from the average share price over the period 19 October 2020 to (and including) 13 December 2020 (the “Base Price”) to the average share price over the last three months of FY24. Options will normally vest as follows: Growth from Base Price ..................... Vesting % Below 20% .................................. 0% 20% to 30% ................................. Pro rata 25% to 50% 30% to 50% ................................. Pro rata 50% to 100 50% or higher .............................. 100% 4. Grant of Options Subject to Approval, the Remuneration Committee proposes to grant Options for the benefit of the Company’s executive directors as follows: Executive Directors ........................ Number of Ordinary Shares under Option Paul Swinney, Chief Executive .............. 500,000 Elizabeth Dixon, Finance Director .......... 200,000 Bart Leemans, Executive Director ........... 100,000 No other Options will be granted under the Plan nor are any awards expected to be made to the executive directors under any other long-term incentive plan arrangement until following the announcement of the Company’s results for FY24. 5. Terms of Options Options will be granted over newly issued Ordinary Shares. Options are not transferable (other than on death). No payment will be required for the grant of an Option. Options will not form part of pensionable earnings. 6. Vesting and exercise 6.1 Options will normally vest on the date that the performance conditions are met, and remain exercisable until the tenth anniversary of their grant date. 6.2 Option holders who exercise Options are normally required to hold the resulting Ordinary Shares, net of tax, until the first anniversary of the vesting of the Option. 7. Cessation of employment 7.1 If a participant ceases to be an employee of the Company by reason of death, disability, injury, ill-health redundancy, retirement, their employing company or the business for which they work being sold out of the group or in any other circumstances at the discretion of the Remuneration Committee, the Option shall not lapse. In such circumstances vested Options shall remain exercisable for 12 months and unvested Options shall continue to be capable of vesting on normal timetable and then be exercisable for 12 months. The extent to which an Option will vest will be determined by: (i) the extent to which the performance conditions are met at the end of the performance period; and (ii) unless the Remuneration Committee determine otherwise, pro-rating to the reflect the period from the start of the normal vesting period until the date of cessation. The Remuneration Committee may instead test the performance conditions at an earlier date (and the Options may vest earlier). Performance conditions will continue to apply in all circumstances but performance may be assessed on such basis as the Remuneration Committee considers appropriate if tested early. 7.2 If a participant ceases to be an employee of the Company in circumstances other than those mentioned above, the Option will lapse on the expiry of the period of 28 days from the date that the participant ceased to be an employee of the Company and will only be exercisable to the extent vested. 8. Change of control In the event of a change of control of the Company, Options will vest and be exercisable to the extent to which the performance conditions are achieved over the shortened period as determined by the Remuneration Committee on such basis as it considers appropriate, which may include regard to forecasted performance. Scaling back of the size of the Option by reference to time elapsed into the normal vesting period will also apply unless the Remuneration Committee considers applying the pro-rata scaling back of the Option to lesser extent or not at all. 9. Adjustments In the event of a variation of the Company's share capital or a rights issue, open offer or other event, which may, in the Remuneration Committee's opinion, affect the current or future value of Ordinary Shares, the number of Ordinary Shares subject to an Option and/or the performance condition attached to Options, may be adjusted. 10. Malus and Clawback The Remuneration Committee may apply the Plan’s malus and clawback provisions if, at any point prior to the third anniversary of the date of vesting of an Option, it is discovered that there has been a material restatement of the Company’s accounts, an error in assessing a performance condition, or in the event of serious misconduct on the part of the Option holder, material reputational damage to or corporate failure/insolvency of any Group company. The clawback may be satisfied by way of a reduction in the amount of any future bonus, subsisting award or future share awards and/or a requirement to make a cash payment. 11. Amendment The Remuneration Committee may amend the Plan or the terms of any Option at any time, provided that no amendment shall be made which shall materially and adversely affect the rights of an Option holder as regards an Option granted prior to the amendment being made. hTTps://
james188: The share price movements on this share are always interesting - and often somewhat puzzling. Anyone who read the TSTL Q&A would have known that TSTL expected to be in a position to start selling product into India in the current financial year, so the approvals announced today are very welcome, but hardly a surprise. I agree with the earlier observation that too much focus has been made about the US opportunity (when there are lots of other markets to go for). That said, the US focus was on high level disinfectants for medical devices - and specifically for ultrasound product (Duo). Again the Q&A responses indicate that TSTL is now looking hard at the surface cleaning and disinfection market in the US, where EPA approval is sufficient. No doubt they would need a new distribution partner other than Parker, but it is an obvious market opportunity and there was virtually no share price reaction. I am still adding.
james188: On the subject of share based payments, the concern is understandable and I thought that Phil Oakley made some valid points in the IC webcast today. That said, I personally don't have problem with senior management being rewarded well for growing the company significantly year on year and generating excellent shareholder total returns. I first remember this issue coming to the fore for TSTL in early 2016, when the share price was around 110p.The complaint was that the 2015 LTIP was incorrectly calibrated and led to windfall gains. It had been 96p when the scheme was documented. A revised scheme (the 2018 LTIP) was announced in November 2017 and set out in some detail at that time - options granted to senior management vested if the share price achieved 350p, 425p and 500p for a minimum three month period.There was a considerable amount of adverse comment at the time, but for all that, I was the only external shareholder who turned up for the 2017 AGM and asked the company about the arrangements. Responses were provided by David Orr (head of the Remuneration Committee) and Geoff Nash (company broker). I have not located my detailed notes, but I recall that I was told that a detailed comparison had been carried out with other bio companies - many of which were still loss making, unlike TSTL. The conclusion was that the proposed TSTL arrangements were fully in line and not towards the top end. You can make the argument (as certain well known and respected commentators certainly have) that the product sells itself, irrespective of the quality of management. I do not share that view. I think that the company is at a potential inflection point and that senior management needs to be laser focused.The SBP are certainly an issue, but not the central one for me.
metis20: Piedro - "At Tristel the exertion seems minimal, repeating the old formula and letting the momentum carry them forward." What evidence do you have for this?! Did you attend a recent Investor Presentation? The impression I obtained at the late afternoon session was of a decidedly hard working and innovative duo leading the company. Https:// Share holder approval was of course required. Vesting conditions - that was when the share price was £2.75 · One-third will vest upon the achievement of a share price of £3.50; · One-third will vest upon the achievement of a share price of £4.25; · One-third will vest upon the achievement of a share price of £5.00. Between 4 August 2015 and 1 November 2017, the Company's share price has increased from 96 pence to 275 pence, and the Company's market capitalisation has increased from £40 million to £118 million. The Board considers that the 2015 Scheme has successfully met its objectives.
Tristel share price data is direct from the London Stock Exchange
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