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- Sustainability Reporting: Sustainability reports are expected to demonstrate increased methodological maturity this year, and consequently, the findings of auditors’ sustainability reports may evolve in content. Furthermore, the legislator has established a framework for the disclosure of sustainability auditors’ fees, thereby enabling a clear distinction of amounts paid for the assurance of sustainability reports.
- Diversity: The gender diversity objectives stipulated by the Rixain law must be reached this year. Companies are required to achieve a target of at least 30 percent representation of each gender among senior executives and on governing bodies.
- Regulatory: Following the implementation of the decree of Feb. 13, 2026, the record date was amended to five business days prior to the general meeting, instead of two business days prior to the general meeting. This change is applicable as of Feb. 16, 2026.
- Corporate mandate renewal: The 2026 proxy season features a unique concentration of corporate mandate renewals, occurring at the board and executive levels. Shareholders have a significant opportunity for engagement, as eight chair/CEOs and fourteen CEOs reach the end of their terms during the year, in addition to twenty-three chairs and fourteen lead independent directors.
- Executive Compensation Scrutinized: The number of CEO renewals may lead to numerous changes in compensation packages. In addition, the requirement for a long‑term review cycle for remuneration packages, as recommended by the Afep-Medef corporate governance code, appears to be increasingly disregarded. Furthermore, as the performance conditions covered by the Rixain law now constitute mere legal compliance, they could evolve to encompass a broader scope than the existing legal framework.
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Authored By
Julien Abriola, Fabien Duclos, Loïc Geelhand de Merxem, Paul Guiziou, Cyril Levavasseur, Juliette Norval-Freedman, Délia Sakilova
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