Bosses in the top 350 US companies have seen their remuneration rise by 14%, with the ratio of CEO pay to average US worker income now 320:1.

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.

New laws will require companies to justify their pay gap and report on how their policies “act in the interests of employees and shareholders”.

If executive pay is to be brought under control, a different approach will be needed for remuneration committees and strategic planning.

It is now widely recognised that there has been an exceptional increase in executive pay over the past 30 years. But recent academic research asked executives: is it right and fair that some people earn disproportionately more than others?

Research reveals a third of companies are preparing to address gender pay issues after going through the process of writing gender pay gap reports.

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.

Women tend to be more pessimistic than men when assessing their own competence, so could this explain differences in choice of work, and therefore the gender pay gap?

In a bid to tackle the gender pay gap, large companies in the UK will be obliged to publish annual gender-based pay statistics from April 2017.

Long-term incentive plans are under the microscope as companies react to increasing pressure to address pay inequality.