Group Management Remuneration

The remuneration of Boozt‘s Group Management is proposed by the Remuneration Committee and subsequently approved by the Board of Directors. The total remuneration shall be based on market terms, be competitive, well balanced and not wage leading as well as contribute to good ethics and company culture. The fixed salary shall be based on the Group Management’s competence and area of responsibility, be individual and shall normally be reviewed every year.

Total remuneration shall be comprised as follows:

  • A fixed base salary, set at a level aimed at attracting and retaining executives with professional and personal competences required to drive the Company’s performance.
  • Short-term incentives, based on the achievement of a number of individual, pre-defined financial and strategic business targets approved by the Board of Directors. Short-term incentives cannot exceed 50 percent of the fixed base salary, and are partly related to financial targets and partly to non-financial, strategic business targets.
  • Long-term incentives in the form of stock options, promoting a balance between short-term achievements and long-term thinking.
  • Pension contributions, if any, are made in accordance with applicable laws and employment agreements.
  • Severance payments in accordance with termination clauses in employment agreements. Severance payments shall comply with local legal framework. No person will be eligible for severance pay in case of termination for wilful misconduct or gross negligence.

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