Insight
Data insights into board and executive remuneration in Danish Large Companies - 2022
Benchmarking board and executive remuneration – selecting the right peer group is key
The insights provide a guide to the 2022 levels of board and executive remuneration in Danish Large Cap companies. However, it is important to note that the analysis is based on information disclosed in remuneration reports relating to financial periods ending between September and December 2022 and therefore the analyses do not always fully reflect the very latest approaches.
Large Cap CEOs remuneration in 2022 – all medians
- Base salary was DKK 8.8m excluding pensions and other benefits
- Pensions were 14% of base salary
- Other benefits were 3% of base salary
- Actual bonus was 62%, target bonus was 50% and maximum bonus was 78% of base salary
- Actual long-term incentive (LTI) was 58%, target LTI was 57% and maximum LTI was 100% of base salary
- Total actual remuneration was DKK 17.9m
Large Cap CFOs remuneration in 2022 – all medians
- Base salary was DKK 4.8m excluding pensions and other benefits
- Pensions were 11% of base salary
- Other benefits were 5% of base salary
- Actual bonus was 50%, target bonus was 45% and maximum bonus was 75% of base salary
- Actual long-term incentive (LTI) was 56%, target LTI was 50% and maximum LTI was 100% of base salary
- Total actual remuneration was DKK 9.8m
In many markets, a clear correlation exists between executive remuneration and the size of a company, and this provides a useful starting point in the benchmarking process. However, there are several factors that also affect remuneration policies, for example, industry/sector, the degree of internationality, the complexity of the business and total shareholders returns.
If you would like further information on any of the areas covered in this report or help in interpreting the remuneration data, please feel free to contact your Deloitte partner or the contact persons below:
