Paragraph 34 Illustrations of application of remuneration policyF1

(1)

The bar chart must contain separate bars representing—

(a)

minimum remuneration receivable, that is to say, including, but not limited to, salary, fees, benefits and pension;

(b)

the remuneration receivable if the director was, in respect of any performance measures or targets, performing in line with the company’s expectation;

(c)

maximum remuneration receivable (not allowing for any share price appreciation).

(2)

Each bar of the chart must contain separate parts which represent—

(a)

salary, fees, benefits, pension and any other item falling within sub-paragraph 34(1)(a);

(b)

remuneration where performance measures or targets relate to one financial year;

(c)

remuneration where performance measures or targets relate to more than one financial year.

(3)

Each bar must show—

(a)

percentage of the total comprised by each of the parts; and

(b)

total value of remuneration expected for each bar.

Annotations

Textual amendments

F1: Sch. 8 substituted (1.10.2013) by The Large and Medium-sized Companies and Groups (Accounts and Reports) (Amendment) Regulations 2013 (S.I. 2013/1981), regs. 1, 3, Sch. (with reg. 4)

Notes on Schedule 8

Textual amendments

F2: Words in Sch. 8 heading omitted (11.5.2025 in relation to accounts and reports for a financial year of a company beginning on or after that date) by virtue of The Companies (Directors' Remuneration and Audit) (Amendment) Regulations 2025 (S.I. 2025/439), regs. 1(2), 2(3), 12(3)(a)