Britain’s top executives, known as “fatcat” bosses, have experienced a significant increase in their pay and benefits compared to regular workers over the past year. Research conducted by the High Pay Centre reveals that the average FTSE CEO’s total compensation surged by 15% to £5.2 million this year, significantly outpacing the average 4.85% increase for most employees.
Andrew Speke, a spokesperson for the High Pay Centre, expressed concern over this widening pay gap, describing it as alarming given the stagnant real-term wages and declining living standards for many workers. He criticized the focus on short-term gains by companies, highlighting the negative impact on both the country and the economy.
The research, based on data from 64 of the top 100 companies in the FTSE index, indicates that CEO pay includes not only high salaries but also substantial bonuses, pension contributions, and other perks. On average, top executives earn 95 times more than the average worker annually.
While the average CEO’s pay increase stands at 15%, some executives leading major listed companies have seen even larger raises. For instance, Linda Z Cook, CEO of Harbour Energy, a prominent oil and gas company, saw her total compensation soar from £3 million in 2024 to nearly £11 million in 2025. This remarkable increase was fueled by a salary hike, annual bonus, and rewards from a long-term incentive scheme, totaling around £25.4 million since 2021.
Critics have denounced executives like Ms. Cook for profiting from global events such as the Iran war and spikes in oil prices. In a similar vein, Ivan Arriagada, the head of Antofagasta, a leading mining company, received a 75% pay increase to £5.36 million last year from just over £3 million in 2024.
Lord Wolfson, CEO of Next, a prominent fashion retailer, also experienced a substantial boost in his earnings, reaching £7.4 million last year, up over 50%. His salary, combined with significant bonuses, amounted to around 192 times the average UK worker’s earnings. The company’s profits grew by 14.5% to over £1.1 billion, with sales surpassing £7 billion.
Andrew Speke emphasized the importance of addressing these compensation trends, warning that firms with significant CEO pay disparities may face operational and reputational risks. He stressed the need for a balanced and fair corporate reward system that values both the workforce and executive leadership to ensure business resilience and productivity.
