BIPRU Remuneration Code (SYSC 19C)

The BIPRU Remuneration Code (SYSC 19C) applies to BIPRU investment firms within scope of CRD 3.

From 1 January 2022, when the MIFIDPRU Remuneration Code comes into force, these pages remain relevant only for performance periods beginning prior to this date.


The BIPRU Remuneration Code sets out the standards that BIPRU investment firms within scope of the Capital Requirements Directive (CRD) 3 have to meet when setting pay and bonuses for their staff.

We have adopted a proportionate approach to implementing the BIPRU Remuneration Code and Pillar 3 Remuneration Disclosure. This approach is set out in General Guidance on proportionality: The Remuneration Code BIPRU firms (SYSC 19C). This requires a BIPRU firm to comply with the Code in a way and to the extent that is appropriate to its:

  • size
  • internal organisation, and
  • the nature, the scope and the complexity of its activities

Self-assessment templates and tables for BIPRU firms

Use our Remuneration Policy Statement (RPS) template for BIPRU firms to record your remuneration policies, practices and procedures and assess compliance with the Code.

See our RPS table for BIPRU firms, which allows you to keep a record of all Remuneration Code staff identified for the current performance year.

More information and guidance

Please note that we no longer make use of the tier system for BIPRU firms.

Page updates

17/12/2021: Information added note about MIFIDPRU Remuneration Code post-1 January 2022