Remuneration

Posti’s remuneration principles are designed to support the achievement of the Group’s strategic goals and reward for proven results and excellent performance delivered in line with the Group’s strategy, culture, and values. The objective of the remuneration package is to attract and keep the best possible teams and talents and motivate them to deliver the development and results of the Posti Group. The company’s remuneration principles aim to ensure that the remuneration practices are aligned with and support the strategic agenda of the company and its target corporate culture.   

Posti endorses transparency and fairness in all reward programs. In order to support successful implementation of the company strategy, it is essential to maintain a balance between market competitiveness and total cost of remuneration. Remuneration of the personnel is focused on timely remuneration for good performance and spot recognition is specifically targeted towards work in company operations at both individual and team levels.  

Remuneration decision-making process 

The Personnel Committee of the Board of Directors is responsible for planning the remuneration of the President and CEO and the Posti Leadership Team members and setting the principles for the remuneration covering all Posti personnel. The Board of Directors determines the remuneration of the President and CEO and other executives appointed by the Board. Remuneration of the Posti Leadership Team members may be approved by the Chair of the Personnel Committee upon the authorization of the Board. Remuneration of the Board of Directors is decided by the AGM. 

The Annual General Meeting decides on the remuneration of the Board of Directors. 

The Board of Directors decides on CEO remuneration as well as on the remuneration of other executives appointed by the Board. It also decides on the short-term and long-term incentive plans and criteria and sets the target levels for the criteria.  

The Personnel Committee prepares the remuneration proposals for the Board. The Chair of the Personnel Committee may approve, upon the authorization of the Board of Directors, the remuneration of the Posti Leadership Team members.    

Remuneration Policy

Remuneration Reports

Remuneration of the Board of Directors, the CEO and the Leadership Team 

Remuneration of the Board of Directors: 

According to the resolutions of the Annual General Meeting of Shareholders 2025, the remuneration of the Chair of the Board of Directors is EUR 4,000 per month, the remuneration of the Deputy Chair and the Chair of the Board Committee who is not the Chair or Deputy Chair of the Board of Directors is EUR 2,600 per month, and the remuneration of other members of the Board of Directors is EUR 2,200 per month, with the exception of the personnel representative who is not paid a monthly fee.  In addition, meeting fees for attending Board of Directors and Committee meetings are paid as follows:  

• EUR 600 per domestic on-site meeting  

• EUR 1,200 per non-domestic on-site meeting, and  

• EUR 600 per remote, telephone, e-mail, etc. meeting.  

• The employee representative is also paid a corresponding meeting fee for attending meetings. 

According to the Finnish Companies Act, the Annual General Meeting of Shareholders decides on the fees payable to the members of the company’s Board of Directors and Supervisory Board. 

Remuneration and contractual arrangements of the President and CEO, and acting CEO

The President and CEO is appointed and, if necessary, dismissed by the Board of Directors, which also decides the terms of employment, including remuneration of the President and CEO.  

The Board of Directors of Posti Group Corporation has appointed Antti Jääskeläinen (MSc (Eng.), MSc (Econ.), MBA) as President and CEO of Posti Group Corporation as of August 1, 2024.   

The President and CEO receives a fixed salary of EUR 40,500 per month, which includes fringe benefits (such as car and mobile phone benefits) as per the company policy. In addition, the President and CEO is entitled to medical expense, risk, and life insurance.   

The President and CEO is included in the short-term bonus and long-term incentive schemes, the details of which are described in Posti’s Corporate Governance Statement. Remuneration of the President and CEO follows the applicable state-ownership guidelines concerning the remuneration of executive management. The maximum amount of the annual variable bonuses based on set targets can be at most 50% of the fixed yearly salary of the recipient of the remuneration. If the performance of the company and the recipient is exceptionally good, the maximum amount of the annual bonuses payable can be at most 120% of the fixed yearly salary.  

The President and CEO has no supplementary pension plan. The retirement age and pension of the President and CEO are determined in accordance with general pension legislation. The mutual termination notice period is six months. The President and CEO is entitled to an additional severance pay corresponding to six months’ salary in case the company terminates their service without cause.  

Remuneration and contractual arrangements of the Posti Leadership Team 

Posti Group Corporation’s Leadership Team assists the President and CEO in business management and development, and coordinates Group management. In addition, it discusses and prepares matters for the Board of Directors. Key issues considered by the Leadership Team include the Group strategy and annual business plans, financial and sales planning and monitoring, acquisitions, and other business-related investments. The Leadership Team is not a formal decision-making body: the issues it discusses and the ensuing recommendations are submitted to Posti’s Board of Directors or executed under the authorization of the President and CEO.  

The Leadership Team is included in the short-term bonus and long-term incentive schemes, the details of which are described in Posti’s Corporate Governance Statement. Remuneration of the Leadership Team follows the applicable state-ownership guidelines concerning the remuneration of executive management. According to the guidelines, the maximum amount of the annual variable bonuses based on set targets can be at most 50% of the fixed yearly salary of the recipient of the remuneration. If the performance of the company and the recipient is exceptionally good, the maximum amount of the annual bonuses payable can be at most 120% of the fixed yearly salary.  

The Leadership Team members have no supplementary pension plan. Their retirement age and pension are determined in accordance with general pension legislation. The termination notice period for members of the Leadership Team is 6 months if the employer terminates the contract and 3 or 6 months if the Leadership Team member terminates it. The Leadership Team member is entitled to a severance pay corresponding to six months’ salary in case the company terminates their service without cause.  

Incentive programs 

Short-term incentive plan 

The short-term bonus plan (“STI”) is a cash-based incentive which rewards for the achievement of Posti’s strategic priorities and short-term business plan. The short-term bonus targets for the CEO and other members of the Leadership Team are based on the Group’s financial and strategic targets (including business level targets where appropriate).  

The maximum bonus for the program is 60 percent of the annual salary. Payment of the bonus requires an employment relationship valid at the time of payment. 

Short-term bonus for the President and CEO for 2025 performance is based on Group Adjusted EBITDA, Group Net Sales, and Group accident frequency rate (LTA0).  

The performance metrics for the other Leadership Team members are based on Group/Business Group Adjusted EBITDA, Net Sales, and LTA0.  

The possible short-term bonus will be paid after the end of the performance period, and generally no later than the last pay day of the fifth (5) month following the performance period end. 

Long-term incentive plans  

The long-term incentive plans (“LTI”) are monetary incentive schemes that are based on the Group’s performance. The long-term incentive plan is intended for annually selected employees in senior management positions. The maximum long-term incentive plan remuneration is 60 percent of the annual salary (and, together with the short-term incentive plan, 120 percent of the annual salary).  

However, the company’s Board of Directors has decided, subject to the company’s Board of Directors applying for the shares to be admitted to trading on the Official List of Nasdaq Helsinki, that the maximum incentive plan opportunity under the long-term incentive plans, together with the short-term incentive plans, is 200 percent of the annual salary.  

In accordance with the terms of the incentive plan, the payment is conditional on a valid employment relationship at the time of the payment.