Compensation

Here information about Indutrade AB’s guidelines for compensation for senior executives can be found, as well as information about Indutrade's long-term incentive programme.

Indutrade AB’s guidelines for compensation and other terms of employment for senior executives

These guidelines were adopted by the 2023 Annual General Meeting. These guidelines shall be applicable to agreed compensation, and amendments to compensation already agreed. These guidelines do not apply to compensation resolved or approved by the general meeting.

Remuneration Report 2023

Remuneration Report describes how the guidelines for executive remuneration of Indutrade AB, adopted by the 2023 Annual General Meeting, were applied during 2023 (the “Remuneration Guidelines”). The report also provides information on remuneration to the CEO and a summary of the company’s outstanding share and share price-related incentive programmes. The report also provides information on the remuneration of the CEO and a summary
of the company’s outstanding share and share price-related incentive
programmes.

Long-term incentive programs

LTIP 2021, 2022 and 2023

The 2021, 2022 and 2023 AGMs resolved on new incentive programmes. LTIP 2021 covers around 235 employees and is aimed at senior executives and other key employees. It requires own investment and it consists of performance shares. The scope of the programme is, at most, 650,000 shares in Indutrade, which corresponds to approximately 0.18% of all shares and votes.

LTIP 2022 covers around 265 employees and is aimed at senior executives and other key employees. LTIP 2022 requires own investment and it consists of performance shares. The scope of the programme is, at most, 425,000 shares in Indutrade, which corresponds to approximately 0.12% of all shares and votes.

LTIP 2023 covers around 285 employees and is aimed at senior executives and other key employees. LTIP 2023 requires own investment and it consists of performance shares. The scope of the programme is, at most, 435,000 shares in Indutrade, which corresponds to approximately 0.12% of all shares and votes.

For all programmes, the participant shall receive performance shares provided that the employment is not terminated, the investment shares have been retained and the performance targets have been fulfilled. Performance targets are based on the development of earnings per share during the performance period.