Big London companies listed on the account, click on higher payment of the executive

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Great London companies seek to use the “tone” of investors, increasing the payment of their top executives within the transatlantic war rewards.

Some largest ftse companies were hacked London Stock Group and Smith and nephewLast year, success in providing a shareholder agreement on multimillion-dollar raises for their top executives, according to investors and dawn advisers.

British American tobacco and compass are two of the 15 largest companies on the London stock exchange stock exchange – among those who invite their executives to improve payouts this year.

“We will see great changes in remuneration this year and next,” said the Mitula Shah, the head of the Deloitte unit, who advises to pay the executive power.

Separately cancellation of the UK from the EU bonus limit caused large banks including barclays, hsbc and Standard covered To ask shareholders to approve the changes that would increase the maximum payments to their executives if all the goals are fulfilled.

According to pay advisers in America, lobbying for higher payment was widespread among large units in the United States and those who seek to hire in America or hold executives who have the opportunity to move to transatlantic competitors.

“There is an increasing recognition that the world business in FTSE 100 with global peers should compete for the payment of talented executives,” said Ambrose Faulx, Su-Manager of the ARTEMIS UK Select.

The average payment of the FTSE 100 CEO, with the exception of the pension, is £ 4.2 million, reports the high pay-paying center 113 times the average payment of the employee, but there is not much enough $ 16 million equivalent to the US S&P 500 index.

Famous urban figures, such as the boss of the London Stock Exchange, Julia Hogget, claim that the UK leaders should pay more if Britain must maintain talents, increase their competitiveness and prevent the movement of state -owned companies abroad.

There will be a “tone change” by investors who previously opposed US -style payment packages, Richard Belfield said in Willis Towers Watson, payroll councils. “The discussion surrounding this issue (last year) opened the eyes of proxy and investors who did not want to do before.”

Pressing a higher payment was focused in the 50 largest FTSE companies with an international focus, not for all groups listed by London, he added.

Investors and advisers said the companies also face pressure to pay more in the next level level below the chapter to attract and maintain talents.

Payment for competitiveness “is a problem that goes beyond the CEO and it appears to increase pay on organizations,” said Sophie Johnson, manager and vote in Royal London Management.

While the payment of the top heads sitting on the council should be disclosed in the annual reports, the next award of the executives was less close attention, which makes less controversial for raising wages and bonuses.

James Harris, an advisor to compensate the executive power for the advice of Alvarez & Marsal, said that this, in turn, led to “paying” in the main ranks of companies.

It was a motivating council to push for payment for their executives and the main financial staff, because the executives who directly inform the leaders “come across them or higher,” said Harris, leaving many companies with “the problem of internal sequence”.

Investment Association soften Its position on payment of the executive power last year, giving the companies more freedom to adapt the reward to their own circumstances. In return, investors demand disclosure of information about how companies show the heads against peers in other groups.

Among those who benefit are the Bat Tadeu Marroco Chief Executive Director, who paid nearly £ 6 million for the total reward in 2024 and could get up to £ 18.2 million a year In accordance with the new payment agreement. The company stated that in its annual report that a third of senior hiring in the last three years was in the United States and that it “increased the level of vacancy at the highest management level, with a long term of work”.

COMPASS GROUP CEO Dominic Bakemore, who was paid almost £ 9.5 million last year, could receive a maximum payment of £ 15.3 million as part of the 2025 reward policy. His chief financial director and chief operational director are also in line for big payments.