King IV
King IV Remuneration Governance
Pay sends the loudest signal about what an organisation truly values; remuneration governance is how the board ensures that signal is the right one.
Why Remuneration Governance Matters
Remuneration is a powerful lever that can either reinforce or undermine an entity's strategy and ethics, which is why King IV Principle 14 calls for fair, responsible and transparent remuneration governance. In the public sector, excessive or poorly justified pay, particularly at SOEs and entities, draws intense oversight and public scrutiny. AuditPro Core tracks remuneration governance indicators against Principle 14 so the remuneration committee can evidence that pay decisions are fair, justified and properly disclosed.
The Numbers
AuditPro Core renders this view from your tenant's live, tamper-evident records. The figures below are illustrative sample data.
Policy vote support
84%
▲ 3%
Pay ratio (top:median)
21:1
▼ from 24:1
Implementation vote
79%
Disclosure score
3.8 / 5
Shareholder vote support trend
Remuneration governance checklist
| Requirement | Status | Score |
|---|---|---|
| Single-figure disclosure | Met | 5 |
| Pay-gap reporting | Partial | 3 |
| Performance link | Met | 4 |
| Voting engagement plan | Partial | 3 |
Figures shown are illustrative sample data for demonstration. AuditPro Core renders these views from your own tenant's live, tamper-evident records.
Fair and Responsible Pay
King IV Principle 14 asks that remuneration be fair across the organisation and responsible in its overall scale. Wage gaps and unjustified executive pay are governance and reputational risks, not just HR matters.
Pay-Performance Link
Variable pay should be tied to genuine, measurable performance against agreed targets. Bonuses paid despite poor performance or audit findings signal a broken link the board must correct.
Transparency and Disclosure
Remuneration policy and outcomes should be disclosed clearly enough for stakeholders to judge their fairness. Opaque remuneration disclosure is itself a King IV shortcoming.
How AuditPro Core Bridges the Gap
- Principle 14 indicators: remuneration practices are tracked against King IV's fairness and transparency criteria.
- Pay-performance checks: variable pay is cross-referenced to performance and audit outcomes.
- Disclosure support: remuneration data is structured for clear stakeholder disclosure.
- Audit-ready output: indicators export as evidence for the remuneration committee's report.
Key Takeaways
- Pay decisions broadcast what an organisation actually values.
- Bonuses despite poor performance signal a broken pay-performance link.
- Opaque remuneration disclosure is itself a King IV shortcoming.
- Evidenced Principle 14 indicators underpin a defensible remuneration report.
See This on Your Own Data
AuditPro Core renders this dashboard from your tenant's live, tamper-evident records — every figure traceable to source.