Compensation
Indutrade AB’s guidelines for compensation and other terms of employment for senior executives
These guidelines were adopted by the 2024 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 2024
Remuneration Report describes how the guidelines for executive remuneration of Indutrade AB, adopted by the 2024 Annual General Meeting, were applied during 2024 (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, 2023, 2024 and 2025
The 2021, 2022, 2023, 2024 and 2025 AGMs resolved on new incentive programmes. The performance conditions for LTIP 2021 were met in full and led to 356,169 Indutrade shares being distributed to programme participants, the CEO receiving 19,775 shares.
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.
LTIP 2024 covers around 285 employees and is aimed at senior executives and other key employees. The programme consist of performance shares, and entails a requirement to hold Indutrade shares through acquisition of new Indutrade shares and/or through allocation of any investment shares or performance shares that the Participants have invested in, or are allotted, under
Indutrade’s long-term incentive programme 2021 (“LTIP 2021 Shares”) to
LTIP 2024. The scope of the programme is, at most, 365,000 shares in Indutrade, which corresponds to approximately 0.10% of all shares and votes.
LTIP 2025 covers around 285 employees and is aimed at senior executives and other key employees. The programme consist of performance shares, and entails a requirement to hold Indutrade shares through acquisition of new Indutrade shares and/or through allocation of any investment shares or performance shares that the Participants have invested in, or are allotted, under Indutrade’s long-term incentive programme 2021 and 2022, respectively (“LTIP 2021 and 2022 Shares”) to LTIP 2025. As proposed, LTIP 2025 may comprise a maximum of 370,000 shares in Indutrade, representing approximately 0.10 percent of all shares and votes in Indutrade.
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.