rémunération

normes de droit rémunération

Ratio de rémunération : le dispositif entrera en vigueur en juin 2018

Le ratio de rémunération entrera en vigueur pour les entreprises britanniques à compter de juin 2018 selon The Guardian : « Companies must reveal pay disparity between boss and workers ».

 

Companies that are publicly listed in the UK will be obliged to publish the pay ratio between their chief executive and their average British worker under government plans.

Businesses that are publicly listed in UK will be obliged to publish data as part of shakeup of corporate governance

The proposals, which will be announced on Tuesday and will come into force by next June, will also aim to give workers a voice at boardroom level. But the plans fall short of the corporate governance revolution promised last year by Theresa May.

 

Précision toutefois : contrairement à ce qui était initialement annoncé (il était question d’obliger les entreprises britanniques), le dispositif juridique sera de type « comply or explain ».

 

À la prochaine…

Ivan Tchotourian

rémunération

10 ans pour récupérer des bonus indus : la surprise britannique de fin juin !

Fin juin (le 23 précisément), la presse a relayé une information intéressante : l’Autorité de régulation prudentielle (PRA) et l’Autorité de conduite financière (FCA) ont décidé que les banques britanniques pourront récupérer les bonus de leurs dirigeants jusqu’à dix ans après leur versement en cas d’entorses aux bonnes règles, lorsqu’elles concernent de hauts dirigeants reconnus responsables d’écarts de conduite ayant entraîné des dommages pour la banque et le système financier.

The primary changes are:

  • Extending deferral (the period during which variable remuneration is withheld following the end of the accrual period) to seven years for senior managers, five years for PRA designated risk managers with senior, managerial or supervisory roles, and three to five years for all other staff whose actions could have a material impact on a firm (material risk takers).
  • The FCA is introducing clawback rules (where staff members return part or all of variable remuneration that has already been paid to the institution under certain circumstances) for periods of seven years from award of variable remuneration for all material risk takers, which were already applied by the PRA. Both the PRA and the FCA clawback rules will be strengthened by a requirement for a possible three additional years for senior managers (10 years in total) at the end of the seven year period where a firm or regulatory authorities have commenced inquiries into potential material failures.
  • Prohibiting variable pay for Non-Executive Directors.
  • Making explicit that no variable pay including all discretionary payments should be paid to the management of a firm in receipt of taxpayer support.
  • Strengthening the PRA requirements on PRA dual-regulated firms to apply more effective risk adjustment to variable remuneration.

Pour en savoir plus sur cette réforme : PS15/16: Strengthening the Alignment of Risk and Reward: New Remuneration Rules.

À la prochaine…

Ivan Tchotourian