+Guidelines on sound remuneration policies under CRD (EBA/GL/2021/04)
---+1. 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).
---+2. Subject matter, scope and definitions
------+Subject matter
---------+5. These guidelines specify further, on the basis of Articles 74(3) and 75(2) of Directive …
---------+6. Institutions may apply on their own initiative the provisions of these guidelines concerning …
------+Addressees
---------+7. These guidelines are addressed to competent authorities as defined in point (i) of paragraph 2 …
------+Scope of application
---------+8. These guidelines apply to institutions on an individual and consolidated or sub-consolidated …
---------+9. When meeting the requirements under Title VII, Chapter 2, Section II of Directive 2013/36/EU in …
---------+10. The exception regarding the non-application of the requirements under Articles 92, 94 and 95 as …
------+Definitions
---------+11. Terms used and defined in Directive 2013/36/EU and Regulation (EU) 575/2013 have the same …
---+3. Implementation
------+Date of application
---------+12. These guidelines apply from 31 December 2021.
------+Repeal
---------+13. The EBA/GL/2015/22 on remuneration policies and practices published on 22 December 2015 are …
---+4. Guidelines
------+Title I - Remuneration policies
------+1. Remuneration policies for all staff
---------+14. In accordance with Article 74 of Directive 2013/36/EU, institutions are required to have in …
---------+15. The remuneration policy should specify all components of remuneration and also include the …
---------+16. The institution ’ s remuneration policy for all staff should be consistent with the objectives …
---------+17. Institutions should be able to demonstrate to the competent authorities that the remuneration …
---------+18. Where variable remuneration is awarded, such awards should be based on the institutions ’ …
---------+19. The remuneration policy should support the institution in achieving and maintaining a sound …
---------+20. The remuneration policy should contain: a. the performance objectives for the institution …
---------+21. Institutions should ensure that potential conflicts of interest caused by the pay out of …
---------+22. Where remuneration policies or group remuneration policies are implemented in institutions …
---------+23. Without prejudice to any measures adopted by Member States to prevent or compensate for …
---------+24. A gender-neutral remuneration policy should ensure that all aspects of the remuneration policy …
---------+25. When determining the pay per unit of measurement or time, institutions should duly consider the …
---------+26. In order to monitor that gender-neutral remuneration policies are applied, institutions should …
---------+27. Institutions may consider in a gender-neutral manner additional aspects when determining the …
------+2. Governance of remuneration
------+2.1 Responsibilities, design, approval and oversight of the remuneration policy
---------+28. The management body in its supervisory function (hereafter ‘ supervisory function ’ ) should be …
------+2.2 Shareholders ’ involvement
------+2.3 Information to competent authorities
------+2.4 Setting up a remuneration committee
------+2.4.1 Composition of the remuneration committee
------+2.4.2 Role of the remuneration committee
------+2.4.3 Process and reporting lines
------+2.5 Review of the remuneration policy
------+2.6 Internal transparency
------+3. Remuneration policies and group context
------+4 Proportionality
------+5. The identification process
------+5.1 Prior approval of exclusions
------+5.2 Governance of the identification process
------+5.3 Identification process at individual, sub-consolidated and consolidated level
------+5.4 Role of the consolidating institution
------+5.5 Role of subsidiaries and branches
------+6. Capital base
------+Title II - Structure of remuneration
------+7. Categories of remuneration
------+8. Particular cases of remuneration components
------+8.1 Allowances
------+8.2 Variable remuneration based on future performance
------+8.3 Dividends and interest payments
------+8.4 Retention bonuses
------+8.5 Discretionary pension benefits
------+9. Exceptional remuneration components
------+9.1 Guaranteed variable remuneration
------+9.2 Compensation or buyout of previous employment contract
------+9.3 Severance and other payments after the end of a contract
------+9.3.1 Severance pay
------+9.3.2 Other payments after the end of a contract
------+10 Prohibitions
------+10.1 Personal hedging
------+10.2 Circumvention
------+Title III - Remuneration of specific functions
------+11. Remuneration of members of the management and supervisory function of the management body
------+12 Remuneration of control functions
------+Title IV - Remuneration policy, award and pay out of variable remuneration for identified staff
------+13. Remuneration policy for identified staff
------+13.1 Fully flexible policy on variable remuneration
------+13.2 Ratio between fixed and variable remuneration
------+14. Risk alignment process
------+14.1 Performance and risk measurement process
------+14.1.1 Risk assessments
------+14.1.2 Risk-sensitive performance criteria
------+14.1.3 Specific criteria for control functions
------+14.2 Award process
------+14.2.1 Setting of bonus pools
------+14.2.2 The ex ante risk adjustment in the award process
------+15. Pay-out process for variable remuneration
------+15.1 Non-deferred and deferred remuneration
------+15.2 Deferral period and proportion of deferred remuneration
------+15.3 Vesting of deferred remuneration
------+15.4 Award of variable remuneration in instruments
------+15.5 Minimum portion of instruments and their distribution over time
------+15.6 Retention policy
------+15.7 Risk adjustment
------+15.7.1 Malus and clawback
------+15.7.2 Implicit adjustments
------+Title V - Institutions that benefit from government intervention
------+16. State support and remuneration
------+Title VI - Competent authorities
------+17. Remuneration policies
------+18. Specific forms of remuneration
------+19. Variable remuneration
------+20. Disclosures
------+21. Colleges of supervisors
------+Annex 1 ‐ MAPPING OF THE REMUNERATION REQUIREMENTS
------+INCLUDED IN DIRECTIVE 2013/36/EU AND REGULATION (EU)
------+575/2013 AND THEIR SCOPE OF APPLICATION
------+Annex 2 ‐ Information with regard to the approval of higher
------+ratios
---------+last identification process) number
---------+above
 English - European Union - Financial Industry -

Guidelines on sound remuneration policies under CRD (EBA/GL/2021/04)

Guidelines on sound remuneration policies under CRD (EBA/GL/2021/04)

https://www.eba.europa.eu/activities/single-rulebook/regulatory-activities/remuneration/guidelines-sound-remuneration-policies-under-crd – PDF

1. Översikt

,
1. Compliance and reporting obligations

1. Compliance and reporting obligations
2. Subject matter, scope and definitions

2. Subject matter, scope and definitions
3. Implementation

3. Implementation
4. Guidelines

4. Guidelines

1.1 Referenser

1.2 Identifierade krav

1.3 Relaterade standarder

2. Identifierade krav

Krav

3. Relaterade standarder

Standarder
  • EBA - Published by the European Banking Authority at https://www.eba.europa.eu/