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High Pay Centre @highpaycentre.bsky.social · 23/07/2026

As the Prime Minister declares he wants to end 40 years of neoliberalism and establish a new economic model for the UK, we are publishing this essay arguing that economic democracy, worker voice and corporate accountability must be central to these plans. highpaycentre.org/shared-prosp...

highpaycentre.org

Shared Prosperity and Economic Democracy: A Manifesto - High Pay Centre

As the High Pay Centre closes after fifteen years, this essay argues that economic democracy, worker voice and corporate accountability must be central to any new economic settlement.

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High Pay Centre @highpaycentre.bsky.social · 10/07/2026

Coverage of our imminent closure from @pollytoynbee.bsky.social in the Guardian. We are not the only progressive research-led organisation at risk of closure in the current funding context, so we hope this moment will be a wake-up call. www.theguardian.com/commentisfre...

theguardian.com

This thinktank exposed fat cats and obscenely high pay. Guess what has happened to it? | Polly Toynbee

The High Pay Centre revealed the excesses of CEO wages. But then anti-diversity winds blew in from across the Atlantic, says Guardian columnist Polly Toynbee

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Armine Yalnizyan @armineyalnizyan.bsky.social · 07/07/2026

More voices that challenge the status quo silenced for lack of money, while more $ sloshes around the world than ever before. The funding story in this 🧵 is also what is happening to non-profit organizations providing essential human services. Many won't survive. But the facts will live on.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

With thanks, Employees and board members of the High Pay Centre Tom Powdrill, Chair Janet Williamson, Board Member Deborah Sanders, Board Member Ruth Lister, Board Member Andrew Speke, Interim Director Paddy Goffey, Head of Research

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

We are currently exploring whether other like-minded organisations may be able to continue this work, and we hope to share more information before our closure. Thank you for your support over the past 15 years.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

We know that many of you will be as disappointed as we are that this day has come. As so many of you have told us recently, the issues we have campaigned on are more important now than ever.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

In the meantime, we’d like to thank the many individuals and organisations who have supported our work over the years, including those who have donated to help support our survival in recent months.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

Before we close in July, we hope to publish our analysis of CEO pay and pay ratios in the FTSE100, and reflections on what’s needed to transform our economic model from one that exacerbates inequality into one that can deliver prosperity while serving society and the environment.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

However, while the gap between the pay of top executives and that of British workers remains in excess of 100:1, we are disappointed that successive governments and regulators have not gone further to address an economic model that continues to drive inequality.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

The reforms we have advocated for, including greater transparency on executive pay and workforce pay ratios as well as shareholder “say on pay”, have increased transparency and given investors greater opportunities to express their views on company decisions about pay and reward.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

We have also highlighted how this is the product of a system in which workers, consumers and other stakeholders lack the power to hold major companies sufficiently to account.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

During this time, we have played a leading role in increasing awareness of the extreme pay inequality perpetuated by our current corporate governance system.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

For 15 years our mission has been to challenge the concentration of wealth and power in our economy and advocate for a fairer economy that builds prosperity and better serves the interests of people on low and middle incomes, as well as wider society and the environment.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

While we have worked hard to develop a more sustainable funding model, unfortunately we have not been able to secure new sources of funding to replace what has been lost.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

Over the past two years, like many organisations in our sector, we have faced considerable fundraising challenges. There is less funding available, and some long-standing donors have left the sector.

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High Pay Centre @highpaycentre.bsky.social · 07/07/2026

It is with great regret that we are announcing the imminent closure of the High Pay Centre.

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High Pay Centre @highpaycentre.bsky.social · 28/05/2026

A reminder that next Wednesday 3rd June the High Pay Centre is hosting a 15 year anniversary event in parliament. The event features an expert panel including @nataliegreenpeer.bsky.social, @premnsikka.bsky.social, @catherine-sa.bsky.social, Ruth Lister and @andrewspeke.bsky.social.

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High Pay Centre @highpaycentre.bsky.social · 14/05/2026

Not only are these trends of moral concern, but are also likely to have a negative impact on business productivity and economic growth: research shows how large internal pay gaps can cause greater staff turnover, weakened employee morale and absenteeism.

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High Pay Centre @highpaycentre.bsky.social · 14/05/2026

- Median CEO pay stood at £5.2 million - Median CEO pay increased 15% from the year before for the same group of companies - The median employee pay increase was 4.85% - Median CEO to 25th percentile employee ratio was 127:1 - Median CEO to median employee ratio was 95:1

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High Pay Centre @highpaycentre.bsky.social · 14/05/2026

HPC CEO Pay Update Spring 2026: Data from 64 FTSE 100 firms that have published data since our previous report reaveals that income inequality within FTSE 100 firms continues to grow: highpaycentre.org/ceo-pay-and-... Key Findings

highpaycentre.org

CEO Pay and Pay Ratio Briefing 2026 - High Pay Centre

An update on CEO pay and Pay Ratio Figures for the 64 FTSE 100 firms that have disclosed data since 1st April 2025. Reveals a continuation of growing internal inequalities within such large companies.

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High Pay Centre @highpaycentre.bsky.social · 13/05/2026

HPC's 'Charter for Fair Pay' includes a number of reforms for ensuring a fairer business framework, including on transparency, ownership, accountability and employee voice: highpaycentre.org/wp-content/u...

highpaycentre.org

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High Pay Centre @highpaycentre.bsky.social · 13/05/2026

Corporate governance reform would not benefit solely workers, but also more productive and sustainable businesses. Our original statement on the Government’s decision to scrap its planned Corporate Governance and Audit Reform Bill can be found here: t.co/rNFd4OazWo

t.co

https://highpaycentre.org/high-pay-centre-statement-on-the-governments-decision-to-scrap-its-planned-corporate-governance-and-audit-reform-bill/

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High Pay Centre @highpaycentre.bsky.social · 13/05/2026

From scandals at water companies to a lack of accountability, the UK's corporate framework clearly does not operate in the interests of society, employees or the environment. Abandoning reform prevents a debate from happening on how these structural issues can be addressed.

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High Pay Centre @highpaycentre.bsky.social · 13/05/2026

While we knew that the Govt had dropped corporate governance reform plans from their agenda in the Kings Speech, it still represents a missed opportunity to make necessary changes in support of a fairer business model.

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Grace Blakeley @graceblakeley.substack.com · 06/05/2026

You'll spend 80,000 hours of your life working. But just 11% people feel engaged in their jobs. And while workers become more dissatisfied, CEO pay just keeps rising. Read this week's guest post from @highpaycentre.bsky.social graceblakeley.substack.com/p/work-sucks...

graceblakeley.substack.com

Work Sucks, I Know

Long hours, stagnant wages, and no voice at the table - Britain's biggest companies are failing the people who keep them running.

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High Pay Centre @highpaycentre.bsky.social · 07/05/2026

Our workplaces are failing us: long hours, stagnant wages and soaring CEO pay are driving disengagement. Well meaning corporate rhetoric means little without real worker power, living wages, union strength and employees having a genuine say in how companies are run.

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High Pay Centre @highpaycentre.bsky.social · 07/05/2026

Long hours, stagnant wages, and no voice at the table – Britain’s biggest companies are failing the people who keep them running. Link to a blog by HPC researcher, Paddy Goffey, written as a guest contribution to @graceblakeley.substack.com substack: graceblakeley.substack.com/p/work-sucks...

graceblakeley.substack.com

Work Sucks, I Know

Long hours, stagnant wages, and no voice at the table - Britain's biggest companies are failing the people who keep them running.

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High Pay Centre @highpaycentre.bsky.social · 07/05/2026

Long hours, stagnant wages, and no voice at the table – Britain’s biggest companies are failing the people who keep them running. Link to a blog by HPC researcher, Paddy, Goffey, originally written as a guest contribution to Grace Blakeley's substack: graceblakeley.substack.com/p/work-sucks...

graceblakeley.substack.com

Work Sucks, I Know

Long hours, stagnant wages, and no voice at the table - Britain's biggest companies are failing the people who keep them running.

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High Pay Centre @highpaycentre.bsky.social · 23/04/2026

Our new report assessing 3 years of the Fair Reward Framework is out today. This looks at how FTSE 100 companies have performed over the past 3 years across a range of indicators including pay inequality, worker voice and transparency. highpaycentre.org/fair-reward-...

highpaycentre.org

Fair Reward Framework: A three-year review of the findings - High Pay Centre

Three-year analysis of FTSE 100 pay and workforce practices finds CEO pay rose 33% from 2023 to 2025, alongside limited progress on worker voice and pay transparency.

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High Pay Centre @highpaycentre.bsky.social · 23/04/2026

Meanwhile Living Wage accreditation increased from 54% in 2023/24 to 55% in 2025. Reporting on contingent workers decreased from 12% in 2024 to 10% in 2025. Disclosure of trade union coverage remained at 17% in 2024 and 2025, compared with 19% in 2023. highpaycentre.org/fair-reward-...

highpaycentre.org

Fair Reward Framework: A three-year review of the findings - High Pay Centre

Three-year analysis of FTSE 100 pay and workforce practices finds CEO pay rose 33% from 2023 to 2025, alongside limited progress on worker voice and pay transparency.

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High Pay Centre @highpaycentre.bsky.social · 23/04/2026

The report also reveals that no FTSE 100 company appointed a worker director in any year between 2023 and 2025. Disclosure of how workers are consulted on executive pay increased from 7% in 2024 to 12% in 2025. highpaycentre.org/fair-reward-...

highpaycentre.org

Fair Reward Framework: A three-year review of the findings - High Pay Centre

Three-year analysis of FTSE 100 pay and workforce practices finds CEO pay rose 33% from 2023 to 2025, alongside limited progress on worker voice and pay transparency.

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High Pay Centre @highpaycentre.bsky.social · 23/04/2026

It finds that median FTSE 100 CEO pay increased by 33% over the period, from £4.53 million in 2023 to £6.02 million in 2025. Over the same period, the median CEO-to-median worker pay ratio increased from 93:1 to 100:1. highpaycentre.org/fair-reward-...

highpaycentre.org

Fair Reward Framework: A three-year review of the findings - High Pay Centre

Three-year analysis of FTSE 100 pay and workforce practices finds CEO pay rose 33% from 2023 to 2025, alongside limited progress on worker voice and pay transparency.

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High Pay Centre @highpaycentre.bsky.social · 23/04/2026

highpaycentre.org

Fair Reward Framework: A three-year review of the findings - High Pay Centre

Three-year analysis of FTSE 100 pay and workforce practices finds CEO pay rose 33% from 2023 to 2025, alongside limited progress on worker voice and pay transparency.

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High Pay Centre @highpaycentre.bsky.social · 17/04/2026

Consistent with any polling we’ve ever carried out. Key is ensuring it would be implemented alongside other reforms to ensure it supports improving living standards and building a more productive economy with better outcomes for society.

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Andrew Speke @andrewspeke.bsky.social · 15/04/2026

Great to see the @greenparty.org.uk under @zackpolanski.bsky.social have included tackling excessive income equality in their plan to take on the affordability crisis. 10:1 pay ratios is very ambitious, but far better to aim high than accept a broken status quo which few people support.

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

We welcome @zackpolanski.bsky.social and @greenparty.org.uk plans to put pay ratios centre of their campaigning on the affordability crisis. HPC have long argued that the UK's pay model is broken, driving extreme inequality and wage stagnation. This is unacceptable in a cost of living crisis.

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

Ultimately, the policy is crucial to preventing finite corporate wealth from being concentrated in the hands of a select few, at the expense of long-term investment in skills, training and wages that are crucial to productivity, growth and a fairer economy for all.

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

However, maximum ratios should not be seen as a complete cure to income inequality. HPC also support greater pay transparency, stronger worker ownership models, more accountability for directors and shareholders, enhanced employee voice in decision-making and progressive taxation

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

While implementation challenges remain, such as how the policy functions in different sectors and the treatment of outsourced workers, these questions are not insurmountable. If addressed effectively, the policy would be clearly in the interests of both workers and businesses.

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

Limiting the CEO-to-lower-quartile ratio to 10:1 in FTSE 100 firms without Living Wage accreditation would be sufficient to boost 90,715 workers from the National Minimum Wage to the Living Wage. On average, CEOs would receive £353k a year, comfortably in in the top 1% of earners

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

Limiting wage ratios is not just in the interests of employees, but also businesses. Differentials weaken employee morale and discourage investment in skills and training, undermining productivity and economic growth. It is time the short-termism that has dominated is addressed.

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

The FTSE 100 CEO to 25th percentile employee pay ratio stands at 106:1. The lowest paid employee ratio is likely well below this, reflecting the scale of the challenge in reducing pay inequality. Clearly, action is needed to ensure a fairer, proportionate model of corporate pay.

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High Pay Centre @highpaycentre.bsky.social · 15/04/2026

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