+Guidelines on the remuneration, gender pay gap and approved higher ratio benchmarking exercises under CRD (EBA/GL/2022/06)
---+Compliance and reporting obligations
------+Status of these Guidelines
---------+1. This document contains guidelines issued pursuant to Article 16 of Regulation (EU) No 1093/2010 …
---------+2. Guidelines set out the EBA view of appropriate supervisory practices within the European System …
------+Reporting requirements
---------+3. According to Article 16(3) of Regulation (EU) No 1093/2010, competent authorities must notify …
---------+4. Notifications will be published on the EBA website, in line with Article 16(3). 1 Regulation …
---+Subject matter, scope and definitions
------+Subject matter
---------+5. These Guidelines specify, for the purposes of the oversight of remuneration policies in …
---------+6. These Guidelines also specify, in accordance with the sixth indent of point (ii) of Article 94 …
---------+7. These Guidelines specify how competent authorities will collect from institutions the approved …
------+Scope of application
---------+8. These guidelines apply on an individual, sub-consolidated and consolidated level as follows: a. …
------+Addressees
---------+9. These Guidelines are addressed to competent authorities as defined in Article 4 (2), points (1) …
------+Definitions
---------+10. Terms used and defined in Directive 2013/36/EU, Regulation (EU) 575/2013 and the EBA Guidelines …
---+Implementation
------+Date of application
---------+11. These Guidelines apply from 31 December 2022.
------+Transitional arrangements
---------+12. The benchmarking data for the financial year ending in 2022, excluding gender pay gap data …
------+Repeal
---------+13. The EBA Guidelines on the remuneration benchmarking exercise (EBA/GL/2014/08) are repealed with …
---------+14. References in other guidelines to the Guidelines repealed by paragraph 13 shall be construed as …
---+Guidelines on the benchmarking exercises on remuneration practices, the gender pay gap and approved higher ratios under Directive 2013/36/EU
------+1. Scope of institutions to be included in the benchmarking data exercises
------+1.1 Scope of institutions for the remuneration data collection
---------+15. Competent authorities should collect and submit to the EBA remuneration data from the largest …
---------+16. Where the coverage of 60% referred to in the previous paragraph cannot be reasonably achieved …
------+1.2 Scope of institutions for the gender pay gap data collection
---------+17. Competent authorities should collect and submit to the EBA gender pay gap data on an individual …
---------+18. When applying paragraph 17, competent authorities should endeavour to collect gender pay gap …
------+1.3 Scope of institutions for the benchmarking of approved higher ratios
---------+19. Competent authorities should collect, aggregate and submit to the EBA approved higher ratio …
------+2. Submission of benchmarking data to the competent authorities
---------+20. To enable competent authorities to collect and submit to the EBA remuneration data in …
---------+21. To enable competent authorities to collect and submit to the EBA gender pay gap data in …
---------+22. To enable competent authorities to collect, aggregate and submit to the EBA approved higher …
---------+23. To enable competent authorities to collect, aggregate and submit to the EBA approved higher …
------+3. Submission of benchmarking data to the EBA
------+3.1. List of institutions included in the benchmarking exercises
---------+24. Competent authorities should inform the EBA, by 31 March of the calendar year following the …
---------+25. Changes to the sample of institutions should be avoided as much as possible to ensure that the …
---------+26. Competent authorities should, following a communication from the EBA, remove from the list …
---------+27. Where there is more than one competent authority, e.g. one responsible for the prudential …
------+3.2. Submission of data to the EBA
---------+28. Competent authorities should submit the information, after ensuring the completeness, accuracy …
------+4. General specifications for the submission of benchmarking data
---------+29. When submitting benchmarking data in accordance with sections 2 and 3 and the Annexes of these …
---------+30. Benchmarking data should be submitted using accounting year-end figures in EUR. Where …
---------+31. All amounts should be reported as full amounts, i.e. not rounded amounts, in EUR (e.g. EUR 1 …
---------+32. Benchmarking data for the calendar year in which the financial year ended should be submitted …
---------+33. The allocation of submitted amounts to the fixed and variable components of remuneration should …
------+5. Additional specifications for remuneration data
---------+34. Regarding the submission of tables REM1, REM2, REM3, REM4 and REM5, institutions should take …
---------+35. The number of staff should be submitted as determined at the end of the financial year (i.e. …
---------+36. When submitting tables REM1, REM2, REM3, REM4 and REM5 of Commission Implementing Regulation …
---------+37. Information on remuneration awarded for the financial year should comprise the fixed and …
---------+38. When submitting table REM1 of Commission Implementing Regulation (EU) 2021/637 in accordance …
---------+39. When submitting tables REM1 and REM3 of Commission Implementing Regulation (EU) 2021/637 in …
---------+40. Severance payments to identified staff should be included in the amount of variable …
---------+41. Where identified staff left the institution before the end of the financial year, the …
---------+42. Guaranteed variable remuneration should be included in the variable remuneration in table REM1 …
---------+43. When submitting Annex I and table REM 5 of Commission Implementing Regulation (EU) 2021/637 …
---------+44. For the allocation of staff to business areas, institutions should consider their internal …
------+5.1. Additional specifications for remuneration data under Annex II
---------+45. Discretionary pension benefits should be included in table REM1 and, where deferral is applied …
---------+46. Variable remuneration awarded based on multi-year accrual periods that do not revolve on an …
---------+47. In addition to the table in Annex III on the impact of derogations under Article 94(3)(a) and …
------+5.2. Additional specifications for the remuneration data under
------+Annex III
---------+48. Institutions should specify in Annex III if they are eligible to apply the derogations under …
---------+49. Derogations under Article 94 (3) of Directive 2013/36/EU should be considered as applied when …
------+6. Additional instructions for the gender pay gap data in Annex IV
---------+50. Institutions that are participating in the gender pay gap benchmarking exercise should …
---------+51. Institutions should establish a list of all staff and determine which staff should be included …
---------+52. The gender pay gap should be calculated as the difference between the average remuneration of …
---------+53. For each staff member who should be included in the gender pay gap calculation in accordance …
---------+54. Institutions should calculate the gender pay gap for all staff (including identified staff …
---------+55. Institutions that have 250 or more staff should calculate the gender pay gap for each quartile …
---------+56. Institutions should calculate the pay gap in terms of the representation of each gender as a …
---------+57. The gender pay gap based on gross remuneration should be expressed as the difference between …
---------+58. Institutions should comply with the following instructions in preparing the calculation: a. The …
---------+59. All figures should be submitted as percentages with two decimal places (e.g. ‘ 17.23% ’ or ‘ - …
------+7. Data quality
---------+60. Institutions and competent authorities should check the completeness and plausibility of the …
---------+61. Where there are strong fluctuations of benchmarking data over time, the institution and the …
---------+62. When checking the plausibility of benchmarking data, competent authorities should take into …
---------+63. Where benchmarking data appear to be implausible, but are in fact correct, competent …
---------+64. Regarding submitted benchmarking data that show potential data quality issues or are considered …
---------+65. Competent authorities should provide, as necessary, corrected data or explanations for any …
---------+66. When submitting benchmarking data to the EBA, competent authorities should ensure that they …
------+Annex I: General information and information on remuneration of all staff
---------+(headcount)
---------+Total number of staff, FTE
---------+N (in EUR)
---------+Total remuneration (EUR)
------+Annex II: Additional information on remuneration of identified staff
------+Annex III: Derogations from the application of requirements to pay out parts of variable remuneration deferred and in instruments under Directive 2013/36/EU (CRD)
------+Annex IV: Information on the gender pay gap
---------+Institution (individual level) Name
---------+Legal entity identifier Number
------+Representation of staff of different genders per quartile of remuneration level
---------+level
------+Gender pay pap based on the total gross remuneration
------+Annex V: Approved higher ratios between variable and fixed remuneration – institutions
---------+Institution name Name
---------+Legal entity identifier LEI
------+Annex VI: Approved higher ratios between variable and fixed remuneration – aggregation by competent authorities
---------+Changes versus the previous data submission
------+Annex VII – Data quality checks
---------+Table REM1:
---------+Table REM2
---------+Row Data quality check
---------+Table REM3
---------+Row Data quality check
---------+Table REM5
---------+Row Data quality check
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Guidelines on the remuneration, gender pay gap and approved higher ratio benchmarking exercises under CRD (EBA/GL/2022/06)

Guidelines on the remuneration, gender pay gap and approved higher ratio benchmarking exercises under CRD (EBA/GL/2022/06)

https://www.eba.europa.eu/activities/single-rulebook/regulatory-activities/remuneration/guidelines-remuneration-gender-pay – PDF

1. Overview

,
Compliance and reporting obligations

Compliance and reporting obligations
Subject matter, scope and definitions

Subject matter, scope and definitions
Implementation

Implementation
Guidelines on the benchmarking exercises on remuneration practices, the gender pay gap and approved higher ratios under Directive 2013/36/EU

Guidelines on the benchmarking exercises on remuneration practices, the gender pay gap and approved higher ratios under Directive 2013/36/EU

1.1 References

1.2 Identified Requirements

1.3 Related Standards

2. Identified Requirements

Requirements

3. Related Standards

Standards
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