Perkarboss boss Jeff Fairburn faces a reaction after a televised interview when asked about his $ 75 million bonus.
Mr. Fairburn was asked by a BBC reporter if he had any frustration to get the payment that was significantly higher than any other UK public company last year.
In reply, he said, "I would not talk about it, it's actually covered."
When the reporter continued to question him about the matter, he left the camera and can be heard to say, "I think it really is really unfortunate that you have done that."
Mr. Fairburn was initially awarded with more than £ 100 million worth of shares in 2017, but after public repudiation he later agreed to reduce it to £ 75 million.
The £ 75m (£ 75m) benefit from Mr Fairburn is equivalent to the annual earnings of 4,100 employees in the real salary.
It comes as part of a long-term incentive plan that effectively transfers more than 9% of Persimmon's worth of hundreds of millions of pounds to senior executives over the decade to be held.
The Campaign Share Share Share team found that managers were on the line to receive substantial rewards even with moderate returns.
The results of Persimmon were also boosted by government subsidies for home purchases in the framework of Help for Purchase, a policy introduced shortly after the bonus agreement.
Speaking ahead of Persimmon's annual general meeting in April, Mr. Euan Stirling, head of administration at Aberdeen Standard Investments, holding a stake in Persimmon, said the reduction in Mr Fairburn's allowance from £ 100m to £ 75m " .
He said that the "reputation of fame associated with excessively excessive remuneration" endangered the long-term success of the company.
Former persian president Nicholas Wrigley and chairman of the Remuneration Committee, Jonathan Davie, abandoned the builder in December 2017 after acknowledging failures in executive pay.
Announcing the departures of Mr Wrigley and Mr Davie, Persimmon admitted that the generous repayment program chaired by the twin "could include a ceiling".
Persimmon said: "The company has introduced a long-term incentive plan in 2012 (2012 LTIP).
"The Board believes that the introduction of 2012 LTIP has been an important factor for the company's outstanding performance during this period, led by a strong and talented executive team.
"Nevertheless, Nicholas and Jonathan recognize that the LTIP could include a ceiling in 2012. In recognition of this omission, they have submitted their resignations."