Farient Advisors (Farient), a leading independent executive compensation and corporate governance consultancy, announced the acquisition of Rem.n (Remuneration Associates), a London-based independent remuneration and governance consulting firm.
Now underway, our new ten-part occasional series of podcasts, videos and articles on incentives for business growth. Covering everything from salary benchmarking to managing compensation in times of change.
This is the 10th anniversary of the CEO Value Index – the CEO Value Index has been published annually since 2012, and aims to provide a unique insight into pay-for-performance. Our database allows us to understand how Remuneration Committees invest...
On Friday 23rd February, the Investment Association (“IA”), whose members collectively manage £8.8trn in assets, has published a letter to members indicating it will launch a major overhaul and simplification of its Principles of Remuneration...
We have compared whether there is a correlation between a company’s CEO Pay Ratio and their 2023 CEO Value Index (‘CVI’) score, focusing on those companies that placed in the Top 10 and Bottom 10 of the index.
By ranking CEO’s ‘value for money’, and then looking at shareholder voting patterns, we wanted to find out whether shareholders simply focus on how much CEOs are paid, or whether they focus on the value delivered.
On 22nd January 2024, the FRC published its much anticipated revised Code of Corporate Governance. We’ve summarised the main changes concerning Executive Remuneration that you should be aware of in the article below
Last year, we published ten areas for Growing Companies to consider when looking at incentives. Here is a reminder of what was covered.
Whether its scaling up, dealing with economic downturns or navigating M&A, its important to understand how to adapt your remuneration strategy in response to change(s).
These examples represent some of the retirement savings options available for self-employed individuals and small business owners in the UK.
Employees are your most valuable asset, so let’s make sure they feel valued and recognised. This, along with your strategy, should be at the centre of your pay policy.
Benefits are hugely important for the attraction and retention of talent. In a nutshell, as a small to medium-sized company, you may have been offering heath cover and insurance, but is that what your candidates and current staff will be satisfied with?
ESOPs are a great form of variable compensation which can only be used in businesses of a certain size. We provide further information on how to set up and manage these plans in this section.
Legal requirements are constantly evolving when it comes to employee pay – keep up to date with legal and tax implications of various compensation strategies here at Rem.n.
The purpose of this article is to say: Contrary to accepted myth (that all senior pay is a waste of shareholder money) we can demonstrate that well designed and well communicated plans work.
The way people work has changed as a result of the pandemic – flexible working in some capacity is almost expected by employees. Check in to see how to develop flexible remuneration packages in line with market standards.
Pay equity can also be defined as equal pay for work of equal value. Therefore, if two people, irrespective of gender, ethnicity, religious views are contributing equal value to a company, those two individuals should receive equivalent pay.
Whilst offering competitive salaries is important in retaining and attracting the right talent, it isn’t the biggest piece of the pie which will ultimately pull or push people in and out of organisations....