4.3.3. Remuneration
Statutory and regulatory framework
- Brokerage Supervision Act: Article 17 §1(6), 74 to 79 and the Annex
- European and Belgian regulations:
- EBA/RTS/2021/01 of 21 January 2021 on classes of instruments that adequately reflect the credit quality of the investment firm as a going concern and possible alternative arrangements that are appropriate to be used for the purposes of variable remuneration
- EBA/RTS/2021/02 of 21 January 2021 on criteria to identify categories of staff whose professional activities have a material impact on an investment firm's risk profile or assets it manages under Directive (EU) 2019/2034 (IFD) of the European Parliament and of the Council on the prudential supervision of investment firms
- Regulation of the NBB of 1 April 2014 on proprietary trading activities
- NBB circulars:
- See Annex 3 to this manual transposing EBA/GL/2021/13 of 22 November 2021 on sound remuneration policies under Directive (EU) 2019/2034
- Circular NBB_2022_29 of 17 November 2022 transposing the EBA Guidelines of 30 June 2022 on the data collection exercise on high earners under the CRD and the IFD (EBA/GL/2022/08)
- Circular NBB_2022_28 of 17 November 2022 transposing the EBA Guidelines of 30 June 2022 on remuneration and gender pay gap benchmarking under the CRD and the IFD (EBA/GL/2022/07)
- Communication NBB_2024_02/NBB on the cross-sectional analysis of remuneration policies and practices of credit institutions – findings and recommendations
- International reference documents:
- EBA/GL/2021/13 of 22 November 2021 on sound remuneration policies for investment firms under Directive (EU) 2019/2034 (Annex 3 to this manual)
4:106 The statutory governing body should develop a remuneration policy aimed at ensuring that the personal objectives of staff members are aligned with the long-term interests of the firm. To this end, the firm should establish and maintain a remuneration policy and remuneration practices that promote effective risk management.