Remuneration
The Company adheres to the Finnish Corporate Governance Code 2025 issued by the Securities Market Association and discloses relevant statements on the remuneration of its governing bodies and other management team pursuant to the Governance Code and other applicable regulations.
Read more on the key principles of remuneration:
Remuneration model
Qt Group’s remuneration model may include fixed and variable remuneration components, such as:
- monthly salary and fringe benefits, such as a phone, meals (fixed component),
- short-term incentive schemes (variable component), and
- long-term incentive schemes (variable component).
Short-term incentive schemes
Short-term incentive schemes have an earning period of maximum one year, and the associated reward is paid in cash.
Short-term incentive schemes’ reward criteria for the CEO and the Management Team are only directly linked to company-level targets. To promote cooperation within the Company’s Management Team and align their interests with the company’s long-term and short-term goals, the reward criteria for all Management Team members including CEO are identical.
The Company endeavors to ensure that short-term incentive schemes cover a substantial share of the Company’s personnel. Unlike the incentive scheme reward criteria applicable to Company CEO and Management Team, the incentive scheme(s) reward criteria applicable to other personnel may include reward criteria associated with personal, team, function or business area level performance. Especially in sales, incentives are based on an individual’s performance in comparison with their personal sales targets.
Long-term incentive schemes
The purpose of any long-term incentive schemes employed by the Company is to motivate, engage and reward the CEO, the rest of the Management Team and Company other key personnel. Long-term incentive schemes have a minimum earning period of three years, and the associated rewards are paid in shares or options. A portion of such rewards may also be paid in cash, for example, to account for the tax effects associated with the reward.
CEO remuneration
The CEO’s service contract defines in writing the key terms and conditions which govern his/her employment and which are approved by the Board of Directors. The Board of Directors decides the CEO’s salary, other remuneration, stock options and other benefits. Further remuneration principles are at Qt Remuneration Policy for Governing Bodies.
Updated: Mar 11, 2025