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The CEO of Bae Systems is in line with a total package of inputs this year of up to 13.9 million pounds under a new deal “Golden Handcurs”, after it became the largest defense contractor in the United Kingdom the latest FTSE 100 to pay for higher rewards among its upper ranks.

The proposed package for Charles Woodborn It includes a possible share prize of up to 9.5 million pounds under a long -term incentive plan. The maximum payment will require a 50 percent increase in the company’s share price, which has already increased by 40 percent since the beginning of this year, and is still at the stage in 2030.

BAE plan, shown in the company The annual report It was published on Monday, amid a batch by some UK companies to provide higher rewards to senior executives after the Stock Exchange Group in London, and Smith and my nephew obtained the shareholders agreement last year to increase wages at millions of pounds.

The GSK pharmaceutical maker revealed that she suggested increasing the salaries of Emma and Al -Mili President to up to 21.6 million pounds annually.

Some of the companies’ heads have struck what they consider investors Excessive approaches To the reward of the Board of Directors, especially for companies that have a large international existence.

Bae Systems was one of the best performance stocks in FTSE where investors accumulate in defense, betting that increasing government spending will lead to orders for years to come. The group, which builds everything from submarines to Eurofighter Typhoon Jets, as well as missiles, was informed last month a Record the accumulation arrangement From 78 billion pounds.

The shares in the company rose by 14 percent on Monday after European leaders met on the weekend to consider ways to enhance their military capabilities amid warnings from the Donald Trump administration that the United States will not pay the price of the region’s security.

In the annual report, Nicole Piasiki, head of the BAE Rewards Committee, wrote that although the current policy was approved only by shareholders in 2023, there are any other changes due to the most mysterious geopolitical environment and the risk of major executives.

My friendShe said that “an excellent leadership team” led by Woodpourne, financial manager Brad Griev and his American business president, Tom Arsenol, “and” focus on keeping it. “

She added that the company prompted “the local market prices in the locations in which we work, but this can create the challenges of wage pressure for global mobile phone employees.”

While Bae was not proposing a global step for us (or another country), we will continue our approach to pushing appropriately to the local competitive market to which the employee is based.

The long -term incentives for the UK executives in BAE were “less than the levels of the UK market needed to compete for talents, including some specific UK competitors who actively search for our employees.”

Woodpourne, who since 2017, has led 11.7 million pounds in total bonuses last year, a decrease from 13.45 million pounds in the previous year. Long -term motivation at the present time sits 370 percent of the basic salary.

In the first year of the new policy – assuming a 50 percent estimate in the share price and the maximum payment – Woodburn can get less than 13.9 million pounds. The minimum contribution requirements will increase from 300 percent of its payment to 500 percent, in line with the new reward conditions. Performance shares have a five -year entry period.

Changes in the long -term incentive scheme among many others proposed, including removing the current restriction that “will not have a greater salary than the CEO.”

“It is important that our executive bonus is similar to UK -based multinational peers to compete for the best talents in the international market bound by our focus on engineering skills and nationality requirements.”

She added: “The changes we suggest seek to keep and reward our great leaders in the long run.”