HRreview Header

Quarter of FTSE 100 bosses take pay cut due to COVID-19

-

Quarter of FTSE 100 chief executives take pay cut due to COVID-19

A quarter of FTSE 100 chief executives have experienced a pay cut due to the spread of COVID-19.

According to the High Pay Centre, a UK think tank and Press Association News Agency, the majority of the 25 chief executives who have reduced their pay have done so by 20 per cent to mirror employees who have been furloughed.

Andy Ransom, chief executive of Rentokil, an FTSE 100 company has cut his salary by 35 per cent. Mr Ransom is giving the rest of his usual salary to an employee fund.

 

HRreview Logo

Get our essential daily HR news and updates.

This field is for validation purposes and should be left unchanged.
Weekday HR updates. Unsubscribe anytime.
This field is hidden when viewing the form
This field is hidden when viewing the form
Optin_date
This field is hidden when viewing the form

 

 

The research found 11 companies, such as Centrica, HSBC, Lloyds, ITV and Persimmon have put an end to bonuses for executives for the time being.

Whitbread who owns Premier Inn is the only FTSE 100 company who have not announced any plans to cut pay even though it has confirmed it will be applying to the furlough scheme.

Associated British Foods who own Primark and EasyJet have both received criticism for paying out dividends to shareholders while furloughing thousands of workers.

EasyJet is furloughing roughly 7,500 staff but at the same time paid out £174 million in dividends in March.

Nine of the FTSE 100 companies have either cancelled or suspended dividends, but not yet reduced chief executive pay.

Luke Hildyard, director of the High Pay Centre, said:

With the economy facing great uncertainty, and people’s jobs and livelihoods, as well as a considerable amount of public money, now at stake, it’s vital that companies make savings.

Very high pay for top earners, who can easily afford a pay cut while still maintaining a lifestyle beyond the wildest dreams of most people, is the obvious place to start.

Our figures show that some companies are taking meaningful action in this respect by cancelling bonuses and incentive plans, or making donations to employee funds or the NHS. Too many, however, are making token gestures or doing nothing at all.

Darius is the editor of HRreview. He has previously worked as a finance reporter for the Daily Express. He studied his journalism masters at Press Association Training and graduated from the University of York with a degree in History.

Latest news

Middle East air disruption leaves UK staff stranded as employers weigh pay and absence decisions

Employers face complex decisions on pay, leave and remote working as travel disruption leaves British staff stranded in the Middle East.

Govt launches gender pay gap and menopause action plans to help women ‘thrive at work’

Employers are encouraged to publish action plans to reduce pay disparities and support staff experiencing menopause under new government measures.

Call for stronger professional standards to rebuild trust in jobs

Professional bodies call for stronger standards and Chartered status to improve trust, accountability and consistency across roles.

Modulr partners with HiBob to streamline payroll payments

Partnership integrates payments automation into payroll workflows to reduce manual processing and improve pay day reliability.
- Advertisement -

Jake Young: Strong workplace connections are the foundation of good leadership

Effective leaders are, understandably, viewed as key to organisational success. Good leaders are felt to improve employee engagement, productivity and retention.

AI reshapes finance jobs as entry-level roles come under pressure

Employers prioritise digital skills over traditional accounting as AI reshapes finance roles and raises concerns over entry-level opportunities.

Must read

Managed learning: ten steps to assess and achieve its potential

The first article in this series looked at the...

Dr Alex Linley: Think differently how to embrace neurodiversity at work

Can neurodiversity be used as a strength instead of being viewed as a weakness?
- Advertisement -

You might also likeRELATED
Recommended to you