Tag: High Pay Centre
FTSE 100 CEO pay falls as investors retain focus on remuneration policy
Median pay dropped from £4m to £3.4m in 2018 as companies bow to shareholder pressure on remuneration policy, according to research from Deloitte.
Investors fail to challenge CEO pay
Large shareholders have had the right to challenge executive remuneration in the UK since 2013, but research shows that no pay policies in FTSE 100 companies have been defeated by investor votes since the law was introduced.
Executive pay storms back onto corporate agenda
Guidelines from investors, a Labour Party review and the arrest of Nissan’s chief executive have all put executive pay back in the headlines.
Opinions of the code: The good, the bad and the missed out
Revisions to the UK Corporate Governance Code, published in July, have sparked mixed reactions from commentators. One thing is clear: the new code won’t please everyone.
Shareholder revolts against remuneration reports rise
The Investment Association’s Public Register shows that the number of investor revolts against remuneration reports is on the rise.
US chief executive pay surges 17.6%
Research finds that chief executive pay at the largest US companies rose significantly in 2017, taking the CEO-worker pay ratio to 312 to 1.
Chief executive pay up 11%, despite rising opposition
High Pay Centre and CIPD research reveals that chief executive pay continues to rise, in spite of opposition.
Fat Cat Thursday renews pressure over executive pay
High Pay Centre’s Fat Cat Thursday reveals that FTSE 100 CEOs can earn in three days what the average employee is paid in a year.
UK’s draft new governance code has a social mission
This week saw the release of a new draft code for UK corporate governance. While many were distracted by measures on executive pay, the code’s real mission is social “injustices”, as highlighted by Theresa May last year.
Publishing pay ratios is ‘crude’, but are a ‘step in the right direction’
Business groups are largely in favour of the government’s planned law to publish pay ratios, but the TUC describes the ‘tick-box’ approach as ‘feeble’.