Sir Martin Sorrell, the founder and chief executive of WPP, is facing an investigation. Peter Nicholls / Reuters
Sir Martin Sorrell, the founder and chief executive of WPP, is facing an investigation. Peter Nicholls / Reuters
Sir Martin Sorrell, the founder and chief executive of WPP, is facing an investigation. Peter Nicholls / Reuters
Sir Martin Sorrell, the founder and chief executive of WPP, is facing an investigation. Peter Nicholls / Reuters

WPP's Sorrell accused of personal misconduct


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WPP said it is looking into allegations of personal misconduct by chief executive Martin Sorrell involving possible misuse of company assets.

The board of the world’s largest advertising company is investigating the claim, according to a statement on Tuesday. The company said the amounts involved are not material. In his own statement, Mr Sorrell rejected the allegation while recognising the company has to investigate.

“Obviously, I shall play no part in the management of the investigation under way,” he said.

The board has hired a law firm to investigate "an allegation of personal misconduct against Sir Martin Sorrell," according to the statement. The Wall Street Journal reported on the matter earlier on Tuesday, saying the investigation involved personal behaviour and possible misuse of assets.

Mr Sorrell, 73, is a prominent figure in the advertising industry, having built WPP from an early investment in a British shopping-basket manufacturer. The company, based in London, had billings of $74 billion and 2017 revenue of more than $19bn.

WPP has lost a third of its market value over the past 12 months, a reflection of the tough climate ad agencies face as clients trim spending and companies like Google and Facebook gobble up an ever-larger share of corporate marketing budgets. Other major advertising companies, including Interpublic Group and Omnicom, have also declined.

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WPP shares fell 8.2 per cent on March 1 when the company reported its worst annual performance since the financial crisis and gave a bleak outlook for the current year. They closed down 1.3 per cent on Tuesday in London before the allegations were reported.

The company said 2018 would be flat and that long-term earnings growth will be as little as 5 per cent and twice that at best, compared with a prediction of as much as 15 per cent previously. The year got off to a "slow start," WPP said in early March, continuing a trend from 2017 that featured flat margins and sales. Mr Sorrell said the outlook is deliberately cautious.

Some WPP watchers have been highly critical about what they perceive to be an over-reliance by the company on Mr Sorrell and have claimed there has been a lack of succession planning. Guy Jubb, who led the charge while he was head of corporate governance at Standard Life and is now an academic, spoke before Tuesday’s developments.

“Sorrell’s succession is a key risk for WPP,” Mr Jubb said. “The board has a responsibility to demonstrate convincingly that it is on the case. Failure to do so will inevitably impact on investor confidence and open the door for activists.”

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What the law says

Micro-retirement is not a recognised concept or employment status under Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations (as amended) (UAE Labour Law). As such, it reflects a voluntary work-life balance practice, rather than a recognised legal employment category, according to Dilini Loku, senior associate for law firm Gateley Middle East.

“Some companies may offer formal sabbatical policies or career break programmes; however, beyond such arrangements, there is no automatic right or statutory entitlement to extended breaks,” she explains.

“Any leave taken beyond statutory entitlements, such as annual leave, is typically regarded as unpaid leave in accordance with Article 33 of the UAE Labour Law. While employees may legally take unpaid leave, such requests are subject to the employer’s discretion and require approval.”

If an employee resigns to pursue micro-retirement, the employment contract is terminated, and the employer is under no legal obligation to rehire the employee in the future unless specific contractual agreements are in place (such as return-to-work arrangements), which are generally uncommon, Ms Loku adds.

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