Long-term incentives for senior executives in the UK - where next?

Article Abstract:

Long-term incentives have grown in importance as a remunerative component for UK senior executives. Companies, as a result, have more leeway in designing compensation packages to tailor fit their strategic objectives. However, the insistence by institutional investors that performance conditions be published and made consistent has constrained in some degree the freedom by companies to design their own remunerative packages. Adding to the confusion is the companies' relative ignorance of the respective merits of different incentive plans.

Management Bonuses, Employee incentives

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Executive incentives in the UK

Article Abstract:

UK's new labor government is expected to restrict executive benefits that are likely to affect generally all UK companies. However, with the adoption of the incentive plan design, the possibility of supplying shares to executives becomes certain. The incentive plan design has two methods namely, the share-option plan and the restricted share plan or the long-term incentive plan. With the growing globalization of companies, pay levels are expected to increase since executives travel internationally.

Bonus & Merit Payments, Economic policy

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UK share-option schemes and deferred share arrangements - either or both?

Article Abstract:

Share-option programs have been an attractive option for employers of UK firms listed on the London Stock Exchange primarily due to the minimal level set for such programs in terms of tax liability. Some firms have used a combination of executive share-option deals and deferred share programs as a more comprehensive scheme. However, deferred share agreements are conditional upon corporate performance goals.

Employment, Wage payment systems, Pay structure

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