Breaking AI & Tech News Analyzed

The Burberry CEO's New Bonus Scheme Burberry's CEO, Joshua Schulman, could earn up to £12.2m this year under a new bonus scheme introduced by the luxury British brand. Schulman, who was hired in July 2024 to help revive Burberry, was paid £4m in the year to March, up from £2.5m for his first nine months in the job. Details of the Bonus Scheme Schulman's basic pay will increase by 3% to £1.24m from July. He could earn a new long-term share bonus worth up to 300% of salary if he meets performance targets. The targets include increasing Burberry's annual revenues to £3.1bn by 2029. Financial Performance Burberry made pre-tax profits of £49m in the year to 28 March, compared with a loss of £66m in the previous 12 months. Sales were flat year on year at £2.4bn, once the effect of exchange rates was taken into account. Impact on Executive Pay The pay package of Kate Ferry, the finance director of Burberry, more than doubled to £2.5m, up from £904,000 the previous year. Ferry could earn £5.6m this year if she hits all targets and Burberry's share price increases by 50%. Future Outlook The new bonus scheme aims to incentivize Schulman to meet performance targets and retain him by improving his pay position relative to those who head the brand's luxury peers. The scheme is intended to be "reasonable" and subject to "the delivery of stretching performance targets".

Tesco’s chief executive, Ken Murphy, saw his total remuneration climb to £10.8 million for the 2025‑26 financial year, up by roughly £1 million from the previous period. The boost reflects the supermarket’s strongest market‑share performance in a decade and a shift in the company’s long‑term bonus criteria. Ken Murphy’s Compensation Package Surpasses £10m Amid Record Market Share The annual report details a pay structure that combines a higher basic salary, a sizable annual bonus and a long‑term incentive tied to shares. Basic pay: £1.54 million (3% increase) Annual bonus: £3.4 million Long‑term bonus: £5.7 million (includes company shares) Financial Breakdown: £10.8m Pay, Bonus Structure and Shareholder Returns The composition of Murphy’s pay highlights where Tesco is rewarding performance: Full payout of cash‑flow and earnings‑linked components. Full credit for carbon‑reduction initiatives, such as the rollout of electric delivery vehicles. Reduced credit for the food‑waste target – only 25% of the maximum possible, after the goal was missed. Minimal credit for DEI metrics – just 1 percentage point out of a possible 8.3. What the Pay Rise Signals for UK Grocery Competition Tesco now commands 28.1% of the UK grocery market, up from a low of 26.5% in 2020 and approaching its historic peak of nearly 32% in 2007. The rise in market share has been driven by weaker performance from rivals Asda and Morrisons. By linking future bonuses to market‑share targets rather than food‑waste reductions, the pay committee signals a strategic focus on growth and competitive positioning. Future Outlook: Bonus Targets and Market Share Ambitions Looking ahead, Tesco aims to reach a 30% market‑share milestone by the end of the next bonus cycle, while maintaining its long‑term goal of cutting food waste by 50% by 2030. The removal of the food‑waste metric from the 2026‑29 bonus scheme suggests that executive incentives will increasingly reward market‑share gains, potentially prompting other UK retailers to reassess their own compensation frameworks.

Metro Bank has approved a £2.6 million annual remuneration package for chief executive Dan Frumkin, the highest ever for the lender since its 2010 launch. The figure more than doubles the £1.2 million he earned in 2024. The pay rise comes on the heels of a dramatic restructuring that saw the bank cut over 1,000 jobs in spring 2024 and suspend Sunday trading, measures taken after a £925 million rescue led by Colombian billionaire Jaime Gilinski Bacal, who now owns 53% of the institution. Metro’s turnaround has delivered a record pre‑tax profit of £87 million for 2025, prompting the board to approve a complex bonus scheme. The package includes a £1.2 million annual bonus, a £470,000 deferred bonus from 2023, and a salary of £938,875, plus additional tax, life‑insurance and pension benefits. Under the scheme, Frumkin could earn up to £60 million over five years if Metro’s share price exceeds certain thresholds – it must stay above 120p in 2028 and could reach 437p, a level that would trigger the maximum payout. Metro’s shares currently trade around 141p. The bonus plan was endorsed by 88.6% of voting shareholders, despite objections from proxy advisers ISS and Glass Lewis. The bank did not disclose how many of those votes were cast by Gilinski’s holdings. Founded by US billionaire Vernon Hill, Metro Bank distinguished itself with dog‑friendly branches and seven‑day opening hours. However, a 2019 accounting error forced the resignation of its founder and top executives, and the bank struggled to satisfy regulators, leading to the 2023 capital infusion. In a statement, a Metro Bank spokesperson said the remuneration committee’s approach is “based on the delivery of long‑term growth generation and the continued turnaround of the bank,” emphasizing alignment with shareholder interests. Frumkin, who joined Metro in 2020 after senior roles at RBS and Northern Rock, now stands at the centre of a debate over executive pay in a sector still recovering from the 2007‑08 financial crisis.