THE UK CORPORATE GOVERNANCE CODE
Financial Reporting CouncilTHE UKCORPORATEGOVERNANCECODEJULY 2018
The FRC’s mission is to promote transparency and integrity inbusiness. The FRC sets the UK Corporate Governance andStewardship Codes and UK standards for accounting and actuarialwork; monitors and takes action to promote the quality of corporatereporting; and operates independent enforcement arrangements foraccountants and actuaries. As the Competent Authority for audit inthe UK the FRC sets auditing and ethical standards and monitorsand enforces audit quality.
CONTENTSIntroduction11Board Leadership and Company Purpose42Division of Responsibilities63Composition, Succession and Evaluation84Audit, Risk and Internal Control105Remuneration13The FRC does not accept any liability to anyparty for any loss, damage or costs howsoeverarising, whether directly or indirectly, whetherin contract, tort or otherwise from any actionor decision taken (or not taken) as a result ofany person relying on or otherwise using thisdocument or arising from any omission from it. The Financial Reporting Council Limited2018The Financial Reporting Council Limited is acompany limited by guarantee. Registered inEngland number 2486368. Registered Office:8th Floor, 125 London Wall, London EC2Y 5AS.
INTRODUCTIONThe first version of the UK Corporate Governance Code (the Code)was published in 1992 by the Cadbury Committee. It defined corporategovernance as ‘the system by which companies are directed andcontrolled. Boards of directors are responsible for the governance of theircompanies. The shareholders’ role in governance is to appoint the directorsand the auditors and to satisfy themselves that an appropriate governancestructure is in place.’ This remains true today, but the environment in whichcompanies, their shareholders and wider stakeholders operate continuesto develop rapidly.Companies do not exist in isolation. Successful and sustainable businessesunderpin our economy and society by providing employment and creatingprosperity. To succeed in the long-term, directors and the companies theylead need to build and maintain successful relationships with a wide rangeof stakeholders. These relationships will be successful and enduring if theyare based on respect, trust and mutual benefit. Accordingly, a company’sculture should promote integrity and openness, value diversity and beresponsive to the views of shareholders and wider stakeholders.Over the years the Code has been revised and expanded to take accountof the increasing demands on the UK’s corporate governance framework.The principle of collective responsibility within a unitary board has been asuccess and – alongside the stewardship activities of investors – playeda vital role in delivering high standards of governance and encouraginglong-term investment. Nevertheless, the debate about the nature andextent of the framework has intensified as a result of financial crises andhigh-profile examples of inadequate governance and misconduct, whichhave led to poor outcomes for a wide range of stakeholders.At the heart of this Code is an updated set of Principles that emphasise thevalue of good corporate governance to long-term sustainable success. Byapplying the Principles, following the more detailed Provisions and usingthe associated guidance, companies can demonstrate throughout theirreporting how the governance of the company contributes to its longterm sustainable success and achieves wider objectives.Achieving this depends crucially on the way boards and companiesapply the spirit of the Principles. The Code does not set out a rigid set ofrules; instead it offers flexibility through the application of Principles andthrough ‘comply or explain’ Provisions and supporting guidance. It is theresponsibility of boards to use this flexibility wisely and of investors andtheir advisors to assess differing company approaches thoughtfully.1Guidance on Board Effectiveness 2018
Reporting on the CodeThe 2018 Code focuses on the application of the Principles. The ListingRules require companies to make a statement of how they have appliedthe Principles, in a manner that would enable shareholders to evaluatehow the Principles have been applied. The ability of investors to evaluatethe approach to governance is important. Reporting should cover theapplication of the Principles in the context of the particular circumstancesof the company and how the board has set the company’s purpose andstrategy, met objectives and achieved outcomes through the decisions ithas taken.It is important to report meaningfully when discussing the application ofthe Principles and to avoid boilerplate reporting. The focus should be onhow these have been applied, articulating what action has been takenand the resulting outcomes. High-quality reporting will include signpostingand cross-referencing to those parts of the annual report that describehow the Principles have been applied. This will help investors with theirevaluation of company practices.The effective application of the Principles should be supported byhigh-quality reporting on the Provisions. These operate on a ‘comply orexplain’ basis and companies should avoid a ‘tick-box approach’. Analternative to complying with a Provision may be justified in particularcircumstances based on a range of factors, including the size, complexity,history and ownership structure of a company. Explanations should setout the background, provide a clear rationale for the action the companyis taking, and explain the impact that the action has had. Where adeparture from a Provision is intended to be limited in time, the explanationshould indicate when the company expects to conform to the Provision.Explanations are a positive opportunity to communicate, not an onerousobligation.In line with their responsibilities under the UK Stewardship Code,investors should engage constructively and discuss with the companyany departures from recommended practice. In their considerationof explanations, investors and their advisors should pay due regardto a company’s individual circumstances. While they have every rightto challenge explanations if they are unconvincing, these must not beevaluated in a mechanistic way. Investors and their advisors should alsogive companies sufficient time to respond to enquiries about corporategovernance.Financial Reporting Council2
Corporate governance reporting should also relate coherently to otherparts of the annual report – particularly the Strategic Report and othercomplementary information – so that shareholders can effectively assessthe quality of the company’s governance arrangements, and the board’sactivities and contributions. This should include providing information thatenables shareholders to assess how the directors have performed theirduty under section 172 of the Companies Act 2006 (the Act) to promotethe success of the company. Nothing in this Code overrides or is intendedas an interpretation of the statutory statement of directors’ duties in theAct.The Code is also supported by the Guidance on Board Effectiveness (theGuidance). We encourage boards and companies to use this to supporttheir activities. The Guidance does not set out the ‘right way’ to applythe Code. It is intended to stimulate thinking on how boards can carryout their role most effectively. The Guidance is designed to help boardswith their actions and decisions when reporting on the application of theCode’s Principles. The board should also take into account the FinancialReporting Council’s Guidance on Audit Committees and Guidance onRisk Management, Internal Control and Related Financial and BusinessReporting.ApplicationThe Code is applicable to all companies with a premium listing, whetherincorporated in the UK or elsewhere. The new Code applies to accountingperiods beginning on or after 1 January 2019.For parent companies with a premium listing, the board should ensure thatthere is adequate co-operation within the group to enable it to dischargeits governance responsibilities under the Code effectively. This includesthe communication of the parent company’s purpose, values and strategy.Externally managed investment companies (which typically have a differentboard and company structure that may affect the relevance of particularPrinciples) may wish to use the Association of Investment Companies’Corporate Governance Code to meet their obligations under the Code.In addition, the Association of Financial Mutuals produces an annotatedversion of the Code for mutual insurers to use.3UK Corporate Governance Code 2018
1 BOARD LEADERSHIPAND COMPANY PURPOSEPrinciplesA. A successful company is led by an effective and entrepreneurial board, whose role is topromote the long-term sustainable success of the company, generating value for shareholdersand contributing to wider society.B. The board should establish the company’s purpose, values and strategy, and satisfy itself thatthese and its culture are aligned. All directors must act with integrity, lead by example andpromote the desired culture.C. The board should ensure that the necessary resources are in place for the company to meetits objectives and measure performance against them. The board should also establish aframework of prudent and effective controls, which enable risk to be assessed and managed.D. In order for the company to meet its responsibilities to shareholders and stakeholders, theboard should ensure effective engagement with, and encourage participation from, theseparties.E.The board should ensure that workforce policies and practices are consistent with thecompany’s values and support its long-term sustainable success. The workforce should beable to raise any matters of concern.Provisions1.The board should assess the basis on which the company generatesand preserves value over the long-term. It should describe in theannual report how opportunities and risks to the future success of thebusiness have been considered and addressed, the sustainability ofthe company’s business model and how its governance contributesto the delivery of its strategy.2.The board should assess and monitor culture. Where it is not satisfiedthat policy, practices or behaviour throughout the business arealigned with the company’s purpose, values and strategy, it shouldseek assurance that management has taken corrective action. Theannual report should explain the board’s activities and any actiontaken. In addition, it should include an explanation of the company’sapproach to investing in and rewarding its workforce.3.In addition to formal general meetings, the chair should seekregular engagement with major shareholders in order to understandtheir views on governance and performance against the strategy.Committee chairs should seek engagement with shareholders onsignificant matters related to their areas of responsibility. The chairshould ensure that the board as a whole has a clear understandingof the views of shareholders.Financial Reporting Council4
4.When 20 per cent or more of votes have been cast against the boardrecommendation for a resolution, the company should explain, whenannouncing voting results, what actions it intends to take to consultshareholders in order to understand the reasons behind the result. Anupdate on the views received from shareholders and actions takenshould be published no later than six months after the shareholdermeeting. The board should then provide a final summary in the annualreport and, if applicable, in the explanatory notes to resolutions at thenext shareholder meeting, on what impact the feedback has had onthe decisions the board has taken and any actions or resolutionsnow proposed.15.The board should understand the views of the company’s other keystakeholders and describe in the annual report how their interestsand the matters set out in section 172 of the Companies Act 2006have been considered in board discussions and decision-making.2The board should keep engagement mechanisms under review sothat they remain effective.For engagement with the workforce,3 one or a combination of thefollowing methods should be used: a director appointed from the workforce; a formal workforce advisory panel; a designated non-executive director.If the board has not chosen one or more of these methods, itshould explain what alternative arrangements are in place and why itconsiders that they are effective.6.There should be a means for the workforce to raise concerns inconfidence and – if they wish – anonymously. The board shouldroutinely review this and the reports arising from its operation. Itshould ensure that arrangements are in place for the proportionateand independent investigation of such matters and for follow-upaction.7.The board should take action to identify and manage conflicts ofinterest, including those resulting from significant shareholdings, andensure that the influence of third parties does not compromise oroverride independent judgement.8.Where directors have concerns about the operation of the boardor the management of the company that cannot be resolved, theirconcerns should be recorded in the board minutes. On resignation,a non-executive director should provide a written statement to thechair, for circulation to the board, if they have any such concerns.Details of significant votes against and relatedcompany updates are available on the Public Registermaintained by The Investment Association – ml1The Companies (Miscellaneous Reporting)Regulations 2018 require directors to explain howthey have had regard to various matters in performingtheir duty to promote the success of the company insection 172 of the Companies Act 2006. The FinancialReporting Council’s Guidance on the Strategic Reportsupports reporting on the legislative requirement.2See the Guidance on Board Effectiveness Section 1for a description of ‘workforce’ in this context.35UK Corporate Governance Code 2018
2 DIVISION OF RESPONSIBILITIESPrinciplesF.The chair leads the board and is responsible for its overall effectiveness in directing the company.They should demonstrate objective judgement throughout their tenure and promote a cultureof openness and debate. In addition, the chair facilitates constructive board relations and theeffective contribution of all non-executive directors, and ensures that directors receive accurate,timely and clear information.G. The board should include an appropriate combination of executive and non-executive (and,in particular, independent non-executive) directors, such that no one individual or smallgroup of individuals dominates the board’s decision-making. There should be a clear divisionof responsibilities between the leadership of the board and the executive leadership of thecompany’s business.H. Non-executive directors should have sufficient time to meet their board responsibilities. Theyshould provide constructive challenge, strategic guidance, offer specialist advice and holdmanagement to account.I.The board, supported by the company secretary, should ensure that it has the policies, processes,information, time and resources it needs in order to function effectively and efficiently.Provisions9.The chair should be independent on appointment when assessedagainst the circumstances set out in Provision 10. The roles of chairand chief executive should not be exercised by the same individual.A chief executive should not become chair of the same company.If, exceptionally, this is proposed by the board, major shareholdersshould be consulted ahead of appointment. The board should setout its reasons to all shareholders at the time of the appointment andalso publish these on the company website.10. The board should identify in the annual report each non-executivedirector it considers to be independent. Circumstances which arelikely to impair, or could appear to impair, a non-executive director’sindependence include, but are not limited to, whether a director: is or has been an employee of the company or group within thelast five years; has, or has had within the last three years, a material businessrelationship with the company, either directly or as a partner,shareholder, director or senior employee of a body that has sucha relationship with the company; has received or receives additional remuneration from the companyapart from a director’s fee, participates in the company’s shareoption or a performance-related pay scheme, or is a member ofthe company’s pension scheme;Financial Reporting Council6
has close family ties with any of the company’s advisers, directorsor senior employees; holds cross-directorships or has significant links with otherdirectors through involvement in other companies or bodies; represents a significant shareholder; or has served on the board for more than nine years from the date oftheir first appointment.Where any of these or other relevant circumstances apply, andthe board nonetheless considers that the non-executive director isindependent, a clear explanation should be provided.11. At least half the board, excluding the chair, should be non-executivedirectors whom the board considers to be independent.12. The board should appoint one of the independent non-executivedirectors to be the senior independent director to provide a soundingboard for the chair and serve as an intermediary for the otherdirectors and shareholders. Led by the senior independent director,the non-executive directors should meet without the chair presentat least annually to appraise the chair’s performance, and on otheroccasions as necessary.13. Non-executive directors have a prime role in appointing and removingexecutive directors. Non-executive directors should scrutinise andhold to account the performance of management and individualexecutive directors against agreed performance objectives. Thechair should hold meetings with the non-executive directors withoutthe executive directors present.14. The responsibilities of the chair, chief executive, senior independentdirector, board and committees should be clear, set out in writing,agreed by the board and made publicly available. The annualreport should set out the number of meetings of the board and itscommittees, and the individual attendance by directors.15. When making new appointments, the board should take into accountother demands on directors’ time. Prior to appointment, significantcommitments should be disclosed with an indication of the timeinvolved. Additional external appointments should not be undertakenwithout prior approval of the board, with the reasons for permittingsignificant appointments explained in the annual report. Full-timeexecutive directors should not take on more than one non-executivedirectorship in a FTSE 100 company or other significant appointment.16. All directors should have access to the advice of the companysecretary, who is responsible for advising the board on all governancematters. Both the appointment and removal of the company secretaryshould be a matter for the whole board.7UK Corporate Governance Code 2018
3 COMPOSITION, SUCCESSIONAND EVALUATIONPrinciplesJ.Appointments to the board should be subject to a formal, rigorous and transparent procedure,and an effective succession plan should be maintained for board and senior management.4Both appointments and succession plans should be based on merit and objective criteria5and, within this context, should promote diversity of gender, social and ethnic backgrounds,cognitive and personal strengths.K. The board and its committees should have a combination of skills, experience and knowledge.Consideration should be given to the length of service of the board as a whole and membershipregularly refreshed.L.Annual evaluation of the board should consider its composition, diversity and how effectivelymembers work together to achieve objectives. Individual evaluation should demonstratewhether each director continues to contribute effectively.Pro
Corporate governance reporting should also relate coherently to other parts of the annual report – particularly the Strategic Report and other . Risk Management, Internal Control and Related Financial and Business Reporting. Application The Code is applicable to all companies with a premium listing, whether
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