+Guidelines on the remuneration and gender pay gap benchmarking exercises under IFD (EBA/GL/2022/07)
---+4. 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 the EBA view of appropriate supervisory practices within the European System of …
------+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 specify how competent authorities will collect from investment firms the …
------+Scope of application
---------+7. Without prejudice to paragraph 8, benchmarking data should be collected and submitted to the EBA …
---------+8. Where Article 7 of Regulation (EU) 2019/2034 applies, remuneration data should be collected and …
------+Addressees
---------+9. These Guidelines are addressed to competent authorities as defined in point (2) (and viii) of …
------+Definitions
---------+10. Unless otherwise specified, terms used and defined in Directive (EU) 2019/2034 and Regulation …
---+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 …
---+Guidelines on the benchmarking exercises on remuneration practices and the gender pay gap under Directive (EU) 2019/2034
------+1. Scope of investment firms subject to the remuneration data collection exercise
---------+13. Competent authorities should collect and submit to the EBA remuneration data of at least the …
------+2. Scope of investment firms subject to the gender pay gap data collection exercise
---------+14. Competent authorities should collect and submit to the EBA gender pay gap data on an individual …
---------+15. Competent authorities should collect at an individual level gender pay gap data from investment …
------+3. Submission of data to the competent authorities by investment firms
---------+16. To enable competent authorities to collect and submit to the EBA remuneration data in …
---------+17. To enable competent authorities to collect and submit to the EBA gender pay gap data in …
------+4. Submission of benchmarking data by competent authorities to the EBA
------+4.1. Preparation of the data submission to the EBA by competent authorities
---------+18. Competent authorities should inform the EBA, by 31 March of the calendar year following the …
---------+19. Changes to the sample of investment firms should be avoided as much as possible to ensure that …
---------+20. Competent authorities should, following a communication from the EBA, remove from the list …
------+4.2. Submission of data to the EBA
---------+21. Competent authorities should submit the benchmarking data, after ensuring the completeness …
------+5. General specifications for all benchmarking data to be reported
---------+22. When submitting benchmarking data in accordance with Sections 3 and 4, investment firms and …
---------+23. Benchmarking data should be submitted using accounting year-end figures in EUR. Where …
---------+24. Amounts should be reported as full amounts, i.e. not rounded amounts, in EUR (e.g. EUR 1 234 …
---------+25. Benchmarking data for the calendar year in which the financial year ended should be submitted …
------+6. Additional specifications for remuneration data
---------+26. The number of staff should be submitted as determined at the end of the financial year (i.e. …
---------+27. For the purposes of Annexes II and III, identified staff are the staff specified under point …
---------+28. Unless otherwise specified in the Annexes to these Guidelines, information on remuneration …
---------+29. The allocation of submitted amounts to the fixed and variable part of remuneration should be …
---------+30. Taxable non-monetary items of remuneration should be included with their monetary equivalent …
---------+31. Only the amounts of variable remuneration awarded for the reported financial year that have …
---------+32. Severance payments, guaranteed variable remuneration and discretionary pension benefits should …
---------+33. Where identified staff left the investment firm before the end of the financial year, the …
---------+34. For the purposes of the tables in Annex I and in Annex III, staff should be classified under …
---------+35. For the allocation of staff to business areas and categories of staff, investment firms should …
---------+36. Variable remuneration awarded based on multi-year accrual periods that do not revolve on an …
---------+37. Investment firms not falling under Article 32(4)(a) of Directive (EU) 2019/2034 should submit …
------+7. Additional specifications for the submission of information on derogations in Annex IV
---------+38. Investment firms should specify in Annex IV whether they are subject to the derogations under …
---------+39. Derogations under Article 32(4) of Directive 2013/36/EU should be considered to be applied when …
------+8. Additional specifications for the submission of the gender pay gap in Annex V
---------+40. Investment firms that are participating in the gender pay gap benchmarking exercise should …
---------+41. Investment firms should establish a list of all staff and determine which staff should be …
---------+42. The gender pay gap should be calculated as the difference between the average remuneration of …
---------+43. For each staff member that should be included in the gender pay gap calculation in accordance …
---------+44. Investment firms should calculate the gender pay gap for all staff (including the identified …
---------+45. Investment firms that have 250 or more staff should calculate the gender pay gap for each …
---------+46. Investment firms should calculate the gender pay gap in terms of the representation of each …
---------+47. The gender pay gap based on gross remuneration should be expressed as the difference between …
---------+48. Investment firms should comply with the following instructions in preparing the calculation: a. …
---------+49. All figures should be expressed as percentages with two decimal places (e.g. ‘17.23%’ or ‘ - …
------+9. Data quality
---------+50. Investment firms and competent authorities should check the completeness and plausibility of …
---------+51. Where there are strong fluctuations of benchmarking data over time, the investment firm and the …
---------+52. Investment firms and competent authorities should ensure that the sum of sub-positions of the …
---------+53. When checking the plausibility of benchmarking data, competent authorities should take into …
---------+54. Where benchmarking data appears to be implausible, but are in fact correct, competent …
---------+55. Regarding submitted benchmarking data that shows potential data quality issues or is considered …
---------+56. Competent authorities should provide as necessary corrected data or explanations for any …
---------+57. When submitting benchmarking data to the EBA in accordance with these Guidelines, competent …
------+Annex I – General information and information on remuneration for all staff in investment firms
---------+(headcount) # #
---------+year N (in EUR)
---------+EUR)
------+Annex II – Information on remuneration of identified staff in investment firms
---------+Row MB supervisory MB management Other senior Other identified staff
---------+1 Members (headcount)
---------+2 Number of identified staff in FTEs
---------+3 Total fixed remuneration (in EUR) in year N
---------+11 Total variable remuneration (in EUR) in year N
------+Annex III – Information on remuneration of identified staff per business area
---------+staff (headcount)
---------+staff (FTEs)
---------+senior management’
---------+identified staff’
---------+EUR)
------+Annex IV – Derogations from the application of requirement to pay out a part of variable remuneration deferred and in instruments for investment firms under Directive (EU) 2019/2034
------+Annex V – Information on the gender pay gap
---------+Investment firm (individual level) Name
---------+Legal entity identifier Number
------+Representation of staff of different genders per quartile of remuneration level
---------+level
------+Gender pay gap based on the total gross remuneration
------+Annex VI – Data quality checks
 English - European Union - Financial Industry -

Guidelines on the remuneration and gender pay gap benchmarking exercises under IFD (EBA/GL/2022/07)

Guidelines on the remuneration and gender pay gap benchmarking exercises under IFD (EBA/GL/2022/07)

https://www.eba.europa.eu/activities/single-rulebook/regulatory-activities/remuneration/guidelines-remuneration-and-gender-pay-gap-benchmarking-exercises-under-ifd – PDF

1. Overview

,
4. Compliance and reporting obligations

4. Compliance and reporting obligations
Subject matter, scope and definitions

Subject matter, scope and definitions
Implementation

Implementation
Guidelines on the benchmarking exercises on remuneration practices and the gender pay gap under Directive (EU) 2019/2034

Guidelines on the benchmarking exercises on remuneration practices and the gender pay gap under Directive (EU) 2019/2034

1.1 References

1.2 Identified Requirements

1.3 Related Standards

2. Identified Requirements

Requirements

3. Related Standards

Standards
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