Over recent months, one of the main areas of debate on executive remuneration has been how the approach in the U.K. contributes (or otherwise) to its competitiveness as a place for businesses to list and thrive. Our recently published article: Is the UK approach to executive pay broken? delves into how the approach to remuneration could evolve and its impact on the competitiveness of businesses in the country.
35% of the 17 companies proposing new policies for shareholder approval have adopted more "atypical" approaches.
While remuneration is just one aspect of the broader discussion, it has played a significant role in shaping the decisions of some FTSE 100 remuneration committees. As we navigate this challenge alongside companies, we have observed a notable shift in approaches. In 2024 alone, 35% of the 17 companies proposing new policies for shareholder approval (10% of companies that have published to date) have adopted more "atypical" approaches. These can broadly be categorized as significant increases in variable pay opportunities and/or the introduction of alternative/portfolio of vehicles.
In addition to these atypical approaches, we've identified several key themes compared to last year. These include;
To delve deeper into the above findings and gain a comprehensive review of remuneration outcomes for 2023 annual report and accounts thus far, download our report.
| Title | File Type | File Size |
|---|---|---|
| Early insights from FTSE 100 Directors’ Remuneration Reports - 2024 | .6 MB |
