Executive remuneration does not exist in a vacuum. It frequently adapts to reflect the wider macro-economic and political environment. 2025 AGMs have started to take place against a backdrop of economic and political uncertainty, concerns around global competitiveness, continued cost pressures, low growth and UK and EU regulatory changes.  

How are UK Remuneration Committees currently responding to this uncertain environment in their approach to 2025 executive remuneration?  How have ongoing cost pressures influenced their 2025 decisions? And, are the new for 2025 remuneration policies evolving to address question marks about the global competitiveness of UK executive remuneration, and make use of the new flexibility afforded to companies under the recently updated IA Guidelines?

In this session we covered:

• FTSE 100 remuneration outcomes for 2024 and key trends in 2025
• The continued emergence of hybrid long-term incentive plans as an alternative to the UK standard performance share model
• Emerging trends in the use of ESG incentive metrics in executive plans
• Shareholder voting and the key issues in FTSE 350 AGMs held so far
• What to expect in 2026