International guide on executive compensation and employee benefits—United Kingdom

The following Employment practice note provides comprehensive and up to date legal information covering:

  • International guide on executive compensation and employee benefits—United Kingdom
  • The questions raised in the guide
  • Sources or rules and practice
  • Governance
  • Disclosure
  • Employment agreements
  • Incentive compensation
  • Equity-based compensation
  • Employee benefits
  • Termination of employment
  • More...

International guide on executive compensation and employee benefits—United Kingdom

The international guide on executive compensation and employee benefits for the United Kingdom is presented in a Q&A format. The questions are set out below. The guide can be accessed by clicking on the hyperlink immediately below:

The questions raised in the guide

Sources or rules and practice

  1. Provide an overview of the primary sources of law, regulation and practice that govern or affect executive compensation arrangements or employee benefits

  2. What are the primary government agencies or other entities responsible for enforcing these rules?

Governance

  1. Are any types of compensation or benefits generally subject to specific corporate governance requirements or approval by shareholders or government?

  2. Under what circumstances does the establishment or change of an executive compensation or benefit arrangement generally require consultation with a union, works council or similar body?

  3. Are any types of compensation or benefit arrangement s prohibited either generally or with senior management?

  4. What rules apply to compensation of non-executive directors?

Disclosure

  1. Must any aspects of an executive’s compensation be publicly disclosed or disclosed to the government?

Employment agreements

  1. Are employment agreements required or prevalent? If so, what provisions are common?

Incentive compensation

  1. What are the prevalent types and structures of incentive compensation? Do they vary by level or type of organisation?

  2. Are there limits generally on the amount or structure of incentive compensation? Are there limits that

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