Investors

Renumerations

At the Annual General Meeting held on 22 May 2026, it was resolved to adopt guidelines for remuneration and other terms of employment for senior executives with the principal contents set out below.

Remuneration shall be market-based and may consist of the following components: fixed cash salary, variable cash remuneration, pension benefits and other benefits. The General Meeting may also, independently of these guidelines, resolve on share-based and share price-related remuneration, for example.

The fixed remuneration shall take into account the individual’s areas of responsibility and experience. The fixed salary shall be reviewed annually. Fulfilment of the criteria for payment of variable cash remuneration shall be measured over a period of one year. Variable cash remuneration may amount to a maximum of 50 per cent of the total annual fixed cash salary.

Additional variable cash remuneration may be paid in extraordinary circumstances, provided that such extraordinary arrangements are limited in time and only made on an individual basis, either for the purpose of recruiting or retaining executives, or as compensation for extraordinary work performed in addition to the individual’s regular duties. Such remuneration may not exceed an amount corresponding to 30 per cent of the annual fixed cash salary and may not be paid more than once per year and individual. Decisions regarding such remuneration shall be made by the Board of Directors upon proposal from the Remuneration Committee.

For the CEO, pension benefits, including health insurance, shall be defined contribution and variable cash remuneration shall not be pensionable. Premiums for defined contribution pensions shall amount to no more than 28 per cent of the annual fixed cash salary.

For other senior executives, pension benefits, including health insurance, shall be defined contribution and shall not exceed 28 per cent of the annual cash salary, unless the executive is covered by defined benefit pension arrangements pursuant to mandatory provisions in applicable collective bargaining agreements.

In the event of termination by the Company, the notice period may not exceed twelve months. Fixed cash salary during the notice period and severance pay combined may not exceed an amount corresponding to two years’ fixed cash salary for the CEO and one year’s fixed cash salary for other senior executives. In the event of termination by the executive, the notice period may not exceed twelve months, without entitlement to severance pay.

Variable cash remuneration shall be linked to predetermined and measurable criteria, which may be financial or non-financial and consist of individual quantitative or qualitative targets. The criteria shall be designed to promote the Company’s business strategy and long-term interests, including sustainability and the executive’s long-term development. Once the measurement period for fulfilment of the criteria for payment of variable cash remuneration has ended, the extent to which the criteria have been met shall be determined. The Remuneration Committee is responsible for the assessment of variable cash remuneration for the CEO. The CEO is responsible for the assessment of variable cash remuneration for other executives. The assessment of financial targets shall be based on the Company’s most recently published relevant financial information.

Remuneration to members of the Board of Directors for work performed on Transtema’s Board of Directors is resolved by the General Meeting.

The Board of Directors has established a Remuneration Committee. The Committee’s duties include preparing the Board’s decisions regarding proposals for guidelines on remuneration to senior executives. The Board shall prepare proposals for new guidelines at least every fourth year and submit the proposal for resolution at the Annual General Meeting. The guidelines shall remain in force until new guidelines have been adopted by the General Meeting. The Remuneration Committee shall also monitor and evaluate programmes for variable remuneration for executive management, the application of the guidelines for remuneration to senior executives, and the Company’s remuneration structures and remuneration levels.

The members of the Remuneration Committee are independent in relation to the Company and executive management. When the Board considers and resolves on remuneration-related matters, the CEO and other members of executive management do not participate to the extent that they are affected by the matters under consideration.