Corporate Governance Codes & Policies

Corporate Governance

As a company listed on the Alternative Investment Market (AIM) the Company is not required to issue a Corporate Governance Statement of Compliance with the principles and provisions of the UK Corporate Governance Code (‘the Code’). The Company voluntarily presents disclosures that reflect the extent of the Company’s application of the Code. We have also included insight throughout the report that provides insight around our values and “Doing the right thing” for our stakeholders.

The Board supports the principles and aims of the Code. Good governance reduces risk and adds value to our business. Delivering growth and long-term shareholder value with effective and efficient decision making is of high importance to the Board.

Composition of the Board

The Board is responsible for setting and approving the Group’s long term objectives and overall strategy as well as monitoring performance. The Board currently consists of two Executive Directors and five Non-Executive Directors.

Four out of Five of the Non-Executive Directors are considered to be independent. They all bring significant and diverse commercial experience to the Board and their views carry considerable weight in the decision making process.

There is a clear division of responsibility between the roles of the Chairman and the Chief Executive. The Chairman is responsible for the leadership of the Board, building its composition as well as ensuring a clear structure for the effective management of Board Committees. The Chief Executive is responsible for executing the business strategy once agreed by the Board.

Board Committees

The Board is supported in its role by two key committees which have written terms of reference and consist of the five Non-Executive Directors.

Remuneration Committee

The aim of the Remuneration Committee is to ensure that shareholder and management interests are aligned. In doing so we also aim to make the schemes more transparent, easier to communicate and simpler to operate.

Remuneration Committee members and meetings

The Remuneration Committee consists of the Chairman and the other four Non-Executive Directors. It is chaired by Anita Balchandani and meets as required during the year. The Committee determines the remuneration and benefit of the Executive Directors. The Executive Directors have rolling one-year contracts subject to one year’s notice on either side.

The remuneration of Non-Executive Directors is determined by the Board within the limits set by the Company’s Articles of Association. They have letters of appointment, with the Company and their appointments are terminable on three months written notice on either side.

The Chief Executive Officer and Chief Financial Officer are invited to attend meetings of the Committee but no Director is involved in any decisions relating to their own remuneration.

None of the members of the Committee have any personal financial interest (other than as shareholders), conflicts of interests arising from cross directorships, or day-to-day involvement in running the business.

The Committee is responsible for setting the framework and policy for the remuneration of the Executive Directors and designated senior managers. It determines specific elements of their remuneration, their contractual terms and, where necessary, compensation arrangements.

The Committee keeps itself informed of all relevant developments and best practice in the field of remuneration and seeks advice from external advisers when it considers it appropriate.

Remuneration policy

The Group’s remuneration policy is designed to ensure that the remuneration packages attract, motivate and retain all employees of high calibre and to reward them for enhancing value to shareholders. The Company’s policy is that a substantial proportion of the total potential remuneration of the Executive Directors should be performance-related and aligned to performance measures that benefit all shareholders and promote the long-term success of the Company. The performance measurement of the Executive Directors and the determination of their annual remuneration package, including performance targets, are undertaken by the Remuneration Committee.

There are five main elements of the remuneration package for Executive Directors and other senior management:

  1. Basic annual salary
  2. Benefits
  3. Annual bonus payments
  4. Long-term incentives
  5. Pension arrangements

The remuneration of the Non-Executive Directors comprises only Directors’ fees and is determined by the Executive Directors.

Terms of Reference:

Terms of Reference Remuneration Committee

Audit Committee

The objective of the Committee is to provide oversight and governance to the Group’s financial reports, its internal controls and processes in place, its risk management systems and the appointment of and relationship with the external auditor.

Key responsibilities:

  • Monitor the integrity of the financial statements of the Group, reviewing any significant reporting issues and judgements they contain.
  • Advise on the clarity of disclosure and information contained in the Annual Report and Accounts.
  • Ensure compliance with applicable accounting standards and review the consistency of methodology applied.
  • Review the adequacy and effectiveness of the internal control and risk management systems.
  • Oversee the relationship with the external auditor, reviewing performance and advising the Board on their appointment and remuneration.
  • To keep under review the need for an internal audit function and make recommendations to the Board.

Membership and meetings

The Audit Committee is chaired by Ian Harding, who is a Chartered Accountant, and consists of the other four Non-Executive Directors. The Executive Directors attend by invitation. It meets a minimum of three times per year and at least twice a year with the external auditors present.

Its role is to monitor the integrity of the financial statements, including the Annual and Interim Reports, review the significant accounting policies and financial reporting judgements contained therein and provide updates and recommendations to the Board. It is also responsible for reviewing and evaluating the adequacy of internal control and risk management processes.

Terms of reference:

Terms of Reference Audit Committee

Internal Controls and Risk Management

The Board has overall responsibility for the system of internal control, including risk management.

Internal controls

The Executive Directors are responsible for the Group’s internal controls and have established a framework intended to provide reasonable, but not absolute, assurance against material financial misstatement or loss.

Risk Management

The Group maintains a register which documents the risks facing the business and the actions taken to manage them. The register is assessed on an on-going basis but at least annually. The Executive Directors have a direct responsibility for a number of key risk areas. They evaluate the likelihood and potential impact of risks and ensure appropriate action is taken to mitigate them. Further information on the Risk Register is available in the Annual Report

Responsible retailing

The Group recognises that alcohol misuse, underage drinking and poor health are issues causing real concern in the UK today.  Majestic takes these matters very seriously and we are committed to the responsible retailing of alcohol in order to help mitigate their impact.  We are a supporter of Drinkaware, the government sponsored trust which promotes responsible drinking.  We operate a Challenge 25 scheme to ensure that minors cannot purchase alcohol at our stores.  In addition, we have signed up to the Government’s Responsibility Deal which aims to improve public health by encouraging responsible drinking.  We ensure that customers have access to information about alcohol in-store, on our website and in our promotional literature.  Staff training includes principles of social responsibility and alcohol misuse and all tasting events encourage customers to enjoy wine responsibly.

Anti-Slavery and human trafficking policy

This statement has been published in accordance with the Modern Slavery Act 2015. It sets out the steps taken by Majestic Wine plc to prevent modern slavery and human trafficking in its business and supply chains.

Please see our full statement here:

ANTI-SLAVERY AND HUMAN TRAFFICKING POLICY 2016-2017