Your package is not “vanilla PAYG”.
An FMCG sales director may receive base salary plus an annual bonus, STI, car or travel allowances, deferred incentives, RSUs or other long-term awards. The challenge is often not whether you earn enough. It is whether the selected lender can recognise each relevant component and verify it clearly.
A strong application makes the remuneration structure easy to follow. It also considers liabilities, expenses, deposit, property type and future plans rather than treating income as a standalone number.
Give each income component its own lane.
Usually the foundation of the assessment and commonly supported by payslips and employment documents.
May be averaged, reduced or excluded depending on history, evidence and lender policy.
Treatment depends on the purpose, regularity and whether the payment is fully consumed by a related expense.
Only selected lenders may consider eligible equity income, commonly with specific vesting and evidence rules.
Make a complex role simple to verify.
- Employment contract and current remuneration letter
- Recent payslips showing base salary and year-to-date payments
- Bonus or commission statements
- Two to three years of income statements where available
- Vesting records and award documents for listed-company equity
- A short explanation of any recent role, employer or package change
The goal is not more paperwork for its own sake. It is a consistent trail that connects your package, payment history and current role.
The cheapest advertised rate may not be the best starting point.
First identify which lenders may recognise the relevant income, what history they require and how they treat each component. Then compare rates, fees, features and serviceability within the suitable set.
A product can look inexpensive but still be a poor fit if its lender excludes a meaningful part of the package. Conversely, recognising more income does not automatically make a lender suitable, the entire credit proposal still needs to work.
Suitability first. Product comparison second.Structure today’s home with tomorrow in mind.
If the home may later become an investment, or another property purchase is part of the plan, loan structure deserves early attention.
Avoid mixing private and investment borrowing in the same split where possible.
Think about liquidity, future use of the property and how surplus cash will be held.
Unused card limits, HELP debt and other finance can affect capacity even when cash flow feels comfortable.
Leave room for settlement costs, variable remuneration and real-world living expenses.
A better order of operations.
- 01Map the complete package.
Separate base, variable, allowance and equity components.
- 02Verify the evidence.
Identify gaps or recent changes before they become application questions.
- 03Compare suitable policies.
Test how more than one lender may assess the full position.
- 04Set the property range.
Use verified capacity, deposit, buffer and future goals, not a rule-of-thumb multiple.
- 05Choose structure and product.
Only then settle the splits, offsets, features and application path.
FMCG executive home-loan FAQs.
Can lenders count my bonus or STI?
Potentially. Treatment depends on the lender’s current policy, payment history, supporting evidence and the complete application.
Can RSUs help with an application?
Some lenders may consider eligible equity income under specific evidence and policy requirements, while others may not use it. Confirm the position before applying.
What if I have just moved into a larger role?
The new salary may be straightforward, but prior variable-income history may not automatically translate to a different role or incentive structure. The detail needs to be reviewed.
Should I choose the lender with the lowest rate?
Rate matters, but the lender must first be able to assess the income package, loan purpose and wider position appropriately. Compare cost and features within the suitable options.