Each platform delivers single-figure pay decomposition, STIP & LTIP design and outcomes, performance conditions, board & CEO shareholdings, pay ratios and say-on-pay, with up to ten years of company history. Pick a market below and launch straight into its interactive dashboard.
Five companies with no sign-up — the same fields, charts and ten-year history as the paid platforms. Company pages are shown in full; some Remlytics cross-company views are subscription only. The quickest way to see whether the data does what you need.
AstraZeneca, RELX, BAT, LSEG and Experian — chosen to span sectors, pay scales and incentive designs.
93 FTSE 100 companies with up to ten years of data, at full depth. Explore pay decomposition, STIP and LTIP design and outcomes, performance conditions, shareholdings and pay-vs-TSR.
FTSE 100, 250 and SmallCap in a single platform with sub-index and market-cap filters.
FTSE 100 (93), FTSE 250 (165) and FTSE SmallCap (85). Externally-managed vehicles excluded from each sub-index.
Europe’s largest listed companies on the same framework as the FTSE platforms, reported in each company’s own currency and under its own national disclosure regime.
Pan-European executive remuneration across 17 markets, extending the STOXX Europe 50 framework down the market-cap range.
US technology and growth large-caps, on the same SCT, CAP and vested-equity model as the S&P 500 platform.
US large-cap executive compensation — SCT, CAP and vested-equity model.
Dozens of data points per company-year, organised into intuitive categories — every figure tied back to the source report.
Every figure is shaped by the disclosure regime behind it. These pages set out what governs executive pay in each market — statute, listing rules, governance codes and investor guidelines — with each rule tied to the field it explains.
Companies Act 2006, the Schedule 8 reporting rules that prescribe the single-figure table, the UK Listing Rules, the UK Corporate Governance Code across its 2018 and 2024 editions, investor guidelines, and the financial-services remuneration regime. Covers the FTSE 100, FTSE 250 and FTSE SmallCap.
Conventions that look like modelling choices are usually law. An LTIP is reported in the year its performance period ends, and an estimated vest value must be restated the following year — both are statutory requirements, not house style.
The Exchange Act and Dodd-Frank, Item 402 of Regulation S-K, NYSE and Nasdaq listing standards, Section 162(m) and state corporate law. Covers the S&P 500.
The US headline total reports equity at grant-date fair value in the year of grant; the UK single figure reports it at vesting, in the year the performance period ends. The two are not comparable, and no currency conversion makes them so.
Article 95(3) of the Federal Constitution, Articles 732–735d of the Code of Obligations, the binding annual shareholder vote and the statutory prohibition on severance. Outside the EU framework entirely.
Swiss law requires the individual amount for the highest-paid member of executive management, not for the chief executive. Where those are different people, a figure labelled as CEO pay is an inference.
The Stock Corporation Act as amended by ARUG II, the two-tier board, co-determination, the statutory maximum remuneration and the German Corporate Governance Code.
Management board pay is set by the supervisory board, which under co-determination is up to half employee representatives. A German remuneration committee is not the independent-non-executive body the term implies elsewhere.
The Code de commerce articles L. 22-10-8, L. 22-10-9 and L. 22-10-34, the binding ex-ante and ex-post say-on-pay votes, the equity ratios and the AFEP-MEDEF code.
Shareholders approve the policy in advance and then vote again on each officer’s award. Variable and exceptional pay cannot be paid until that second vote approves it, so an amount can be awarded, disclosed, and never paid.
Book 2 of the Civil Code, the three-quarters majority for a remuneration policy, the works council precondition, the statutory clawback powers and the Dutch Corporate Governance Code.
A Dutch remuneration policy needs 75% of votes cast unless the company’s articles set a lower bar. A policy carried on 70% passes comfortably in the UK and fails here, so Dutch vote results are not comparable with any other market’s.
The Companies Act chapter 8 guidelines and remuneration report, the shareholder nomination committee, the Swedish Corporate Governance Code and employee board representation.
Swedish board fees are proposed by a nomination committee of shareholders sitting outside the board, not by the board receiving them. Comparing Swedish non-executive pay with a UK or US board that recommends its own fees compares two different processes.
The Consolidated Law on Finance article 123-ter, the Consob Issuers' Regulation and its prescribed tables, the collegio sindacale and the Corporate Governance Code.
The general meeting votes bindingly on the policy and advisorily on the pay actually paid — in the same document. Establish which section a vote result refers to before reading anything into it.
The Capital Companies Act articles 529 septdecies to novodecies and 541, the split between board-capacity and executive remuneration, the CNMV report model and the Código de buen gobierno.
The shareholder-approved maximum annual amount caps only pay to directors in their capacity as such. Executive pay comes from a contract approved by two thirds of the board, so the cap is not a ceiling on a chief executive’s package.
The Shareholder Rights Directive II framework shared by every member state, and the three axes on which national rules diverge. Denmark, Finland, Poland, Belgium, Austria, Ireland and Portugal — plus Norway, via the EEA.
The Directive lets each member state decide whether the shareholder vote binds. In France a vote can stop an executive being paid; in Germany the equivalent resolution creates neither rights nor obligations. Same Directive.
The dataset powers an interactive platform built for fast, comparative analysis.
Ten-year pay composition, fixed-vs-variable mix, incentive design and outcomes, shareholdings and pay-vs-TSR for any company.
Rank every CEO by any pay component or shareholder-return metric, filter by sector, and see each component as a % of salary.
Common-size comparisons, pay-vs-TSR bubble maps and incentive-metric maps that show how pay is structured across the market.
Start with five companies — no sign-up. Talk to us for access to the full FTSE 100, FTSE All-Share and STOXX Europe 50 platforms.
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