Remuneration
Our remuneration policy defines the principles of remuneration of the members of Board of Directors and the CEO.
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Remuneration policy
The main purpose of the remuneration policy for Aspo Plc’s bodies is to support the fulfillment of the company’s business strategy. The particular objective of the remuneration policy is to secure recruitment opportunities for the personnel required for achieving the company’s strategic goals and to make these individuals committed to working for the company. The purpose of remuneration is also to support Aspo Plc’s financial success in the short- and long term, and to be in line with the interests of Aspo’s shareholders.
This remuneration policy has been prepared in accordance with directive (EU) 2017/728 amending the directive on the encouragement of long-term shareholder engagement, primarily implemented in Finland in the Limited Liability Companies Act (624/2006, as amended), the Securities Markets Act (746/2012, as amended), decree 608/2019 of the Ministry of Finance and Finnish Corporate Governance Code 2020 for listed companies.
The remuneration policy must be presented to the Annual Shareholders’ Meeting, at least every four years and whenever significant changes are made to it.
Aspo's shareholders meeting confirmed the remuneration policy on April 4, 2023.
Remuneration Report
Aspo Plc’s Remuneration Report was prepared in accordance with the Corporate Governance Code 2020 in force since January 1, 2020, published by the Finnish Securities Markets Association. The Remuneration Report contains a description of compensation paid and other financial benefits awarded to the members of the Board of Directors and the CEO.
By remuneration, Aspo harmonizes the long term goals striven by its shareholders and management to increase the company’s shareholder value and to fulfil its business strategy. The objective of remuneration is to ensure that resources necessary for the achievement of the strategic goals are committed to the company.
Remuneration Report is published simultaneously with Aspo Plc’s Financial Statements and Management report and the Corporate Governance Statement.
Fees for the members of the Board of Directors and its committees
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Principles and decision-making sequence
Aspo Plc’s Annual Shareholders’ Meeting decides on the fees and other financial benefits of the members of the Board of Directors, the Audit Committee as well as the Human Resources and Remuneration Committee, annually. The fees of the members of the Board of Directors are paid as monetary remuneration. The members of the Board of Directors do not have any share-based incentive plans. The shareholders’ Nomination Board of Aspo Plc, appointed by Aspo Plc’s Annual Shareholders’ Meeting, prepares proposals for the Annual Shareholders’ Meeting regarding remuneration and other financial benefits provided for members of Aspo Plc’s Board of Directors and its committees.
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The remuneration of the members of the Board of Directors and the Committees, decided by the Annual Shareholders’ Meeting 2025
Chairman of the Board of Directors EUR 6,000 / month Vice Chairman of the Board of Directors EUR 4, 400 / month Members of the Board of Directors EUR 3,000 / month Chairman of the Committee EUR 1,200 / month Member of the Committee EUR 800 e/ month If the Chairman of the committee is also the Chairman or the Vice Chairman of the Board of Directors, the fee paid to the Chairman of the committee is the same as that paid to members of the committee.
Management's remuneration and incentive programs
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Bonus plan based on the company’s result
Aspo has a result-based incentive plan for the management. The maximum bonus may differ up to a sum equivalent to three to six months of the employee’s salary. The criteria used in the bonus plan include annual requirements and the development preconditions of the area for which the person has responsibility. The fulfilling of the bonus plan criteria is monitored annually. The criteria and payments paid according to the criteria are approved by Aspo Plc’s Board of Directors. Bonuses recognized annually are paid after the completion of the annual financial statements.
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Share-based incentive plan 2025-2027
In order to support the implementation of the portfolio vision published at the Capital Markets Day organized by Aspo Plc on 14 May 2024, the company’s Board of Directors has decided to change the structure of key personnel remuneration, both long-term and short-term, from 2025.
The Board of Directors has decided to establish a new long-term share-based incentive system for the Group’s key personnel. The purpose of the system is to combine the objectives of the company’s owners and key personnel to increase the company’s value in the long term, to commit key personnel to implementing the company’s strategy, objectives and long-term benefits, and to offer them a competitive incentive system based on the earning and accumulation of the company’s shares. The Board of Directors noted that the CEO’s participation in the program is in line with the company’s remuneration policy.
The performance-based share-based incentive system 2025–2027 has one (1) three (3) year earning period, which applies to the financial years 2025–2027. Any rewards earned under the system will be paid no later than five (5) months after the end of the earning period. The earning criteria for the earning period are based on the Group/business responsibility indicators and the company’s total share return. About 10 people are included in this share-based incentive system.
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Updated: 04.02.2026