New guidelines on remuneration policy and remuneration reports for listed companies
27 November 2019
On 27 November 2019 the Danish Business Authority issued guidelines on the requirements of the Danish Companies Act with respect to remuneration policy and remuneration reports of listed companies. The guidelines concerns the new rules in section 139a and 139b of the Danish Companies Act on listed companies' preparation of a remuneration policy and remuneration reports that were introduced earlier this year.
The guidelines have been much-awaited by the Danish listed companies, as they must submit their first remuneration policy for approval by the shareholders at the annual general meeting in 2020 and present the first remuneration report at the annual general meeting in 2021 at the latest.
Read the guidelines in Danish here. We will provide a translated English version, which is available by request to our team.
Read our previous insight, including a detailed description of the new rules:
"Implementation of the new Shareholder Rights Directive in Denmark"
The Danish Business Authority has prepared the guidelines in collaboration with inter alia the Danish Committee on Corporate Governance, which is the issuer of the Recommendations for Corporate Governance. This collaboration has naturally influenced the guidelines, which includes both guidance in regard to the statutory minimum requirements to remuneration policy and remuneration reports as well as a number of examples of best practice which are not statutory requirements but reflect a political aim for enhanced transparency.
Read the guidelines in Danish here. We will provide a translated English version, which is available by request to our team.
Read our previous insight, including a detailed description of the new rules:
"Implementation of the new Shareholder Rights Directive in Denmark"
The Danish Business Authority has prepared the guidelines in collaboration with inter alia the Danish Committee on Corporate Governance, which is the issuer of the Recommendations for Corporate Governance. This collaboration has naturally influenced the guidelines, which includes both guidance in regard to the statutory minimum requirements to remuneration policy and remuneration reports as well as a number of examples of best practice which are not statutory requirements but reflect a political aim for enhanced transparency.
