Stmt by RemunerationCommittee

Vodafone AirTouch PLC
12 July 2000

                            
         STATEMENT BY THE REMUNERATION COMMITTEE
                            
The Remuneration Committee of Vodafone AirTouch Plc ('the Company')
wishes  to  clarify its position with regard  to  recent  bonus
awards to senior executives of the Company.

Vodafone AirTouch Plc has been transformed from the leading UK mobile
telecommunications  company into the global  leader  in  mobile
telecommunications and one of the ten largest companies in  the
world  by  market capitalization.  This global strategy,  which
has  been  executed  in  the last three  years,  including  the
acquisitions  of AirTouch and Mannesmann, has been successfully
implemented  by  the senior executives of the Company  and  has
resulted in significant share price outperformance.

It  has been apparent for some time that the rewards for senior
executives   of  the  Company  had  been  set  below   globally
competitive  levels, particularly in view  of  the  outstanding
performance of the Company and its executive management.

As the Company's remuneration policy had not kept pace with the
Company's global development, the Remuneration Committee agreed
to  commission a comprehensive review of remuneration policy in
September  1999. This review, with the benefit of  advice  from
leading   independent   consultants   and   other   independent
directors,  determined that the Company should adopt  a  global
market-related remuneration policy for a small number of senior
executives.

The Remuneration Committee totally supports the principle that senior
executives should be rewarded for performance and accepts  that
the  execution of a corporate transaction would not  in  itself
constitute performance that should be rewarded.

Lord MacLaurin, Chairman of Vodafone AirTouch Plc, said:

'In order to recognize the outstanding past performance of the Company
under  certain key executives, including the execution  of  the
Company's global strategy, over a period when a global  market-
related  remuneration policy was not in place, the Remuneration
Committee,  of  which I was Chairman at that  time,  determined
that  it  was appropriate to pay special bonuses to  these  key
executives. Half of this remuneration has been paid in cash  to
reflect  underpayment for past performance and half  is  to  be
paid  in  shares  and linked to the achievement of  significant
EBITDA growth performance targets. Following the adoption of  a
global market-related remuneration policy no such bonuses  will
be paid in future.'


For further information contact:
Terry Barwick, Director of Corporate Affairs
Tim Brown, Investor Relations Director
Vodafone AirTouch Plc
Telephone: [phone]

Lulu Bridges
Tavistock Communications
Telephone: [phone]