There's a lot of AT1/Coco prospectus reading going on right now to identify those bonds with a viability clause a la CS ... my take on this is that all AT1s have a viability clause, explicity (CS) or implicitly (SVBUK). People tend to ignore that it was our own BoE/PRA which was first in triggering a full AT1 write-down based on a regulatory determination of lack of bank viability, a full week before SNB/Finma did the same - only that the BoE move was far more aggressive as no such trigger was in the AT1 docs, so the BoE instead used its statuatory power to write down the AT1s. Read all about it here:
https://www.svb.com/globalassets/uk-sit ... h-2023.pdfThe reason why this got lost in the discussion is probably due to the small size in question (GBP322mm SVBUK vs $17bn CS) and the fact that the SVB UK AT1 wasn't publicly held (I'm assuming it was entirely placed with its parent SVB in the US). In other words: regardless what the terms of the instrument in question says, whether converting into shares or just writing down, whether they have viability clauses or not, whether they are in effect economically subordinate to common equity or not - regulators are now viewing AT1s as fair game for a cheap bank recapitalisation. That's a very different approach to the one which the market wrongly assumed previously, viewing AT1s as legally
and economically senior to commond equity and subject to mechanical triggers laid out in the documentation. Again, whether or not such documentation includes viability/resolution language or not makes little difference in the new world. Let's face it - when the s hits the fan, and the taxpayer has to step in (and is stepping in with force, giving explicitly/implicitly unlimited deposit insurance where it should be limited (US/Yellen), or a backstop to losses (SNB), any regulator will be tempted/pressured to apply the full force of its powers in an effort to protect the taxpayer, rather than geek out on securities documentation.
IMHV, the best use for AT1s has always been employee (bonus) compensation - again a point which is neglected in the discussion here, as CS has had a long-standing and quite innovative bonus component in (unlisted/private) AT1s, which is a great way of forcing "skin-in-the-game" for employees - if they share the upside (annual bonus) then force them to contribute to share the risk with capital instruments (shares/share options & AT1s). Full disclosure - the last ones of my CS bonus AT1s only vested/matured last year, but if they were still unvested and now written down then I would have nothing to complain about.