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 Posti. 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. The Annual General Meeting decides on the remuneration of the Board of Directors based on proposal prepared and presented by the Shareholders’ Nomination Board.

Remuneration Policy

Annual Report 2025

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 4,400 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.

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 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. Until the Listing, the maximum amount of paid variable compensation in relation to fixed salary was determined based on the Finnish state’s remuneration guidelines applicable at any given time and was until the Listing capped at 120% of annual base salary. At target level, paid variable compensation equaled to 50% of annual base salary. In connection with the Listing, the Board of Directors decided that the maximum amount of paid variable compensation is capped at 200% of annual base 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. Until the Listing the Remuneration of the Leadership Team followed the applicable Finnish state-ownership guidelines concerning the remuneration of executive management. The maximum amount of paid variable compensation in relation to fixed salary was determined based on the Finnish state’s remuneration guidelines applicable at any given time and was until the Listing capped at 120% of annual base salary. At target level, paid variable compensation equaled to 50% of annual base salary. In connection with the Listing, the Board of Directors decided that the maximum amount of paid variable compensation is capped at 200% of annual base salary. Additional information on the incentive plans is disclosed below.

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.

The table below shows the fixed salary, short term bonuses, listing incentive and long-term incentives paid to the Posti Leadership Team (other than the President and CEO) in 2025. As of December 31, 2025, Posti Leadership Team composed of eight members in addition to the President and CEO. During 2025, one new member joined and one member left the Leadership Team.

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).

During 2025, the STI maximum bonus was 60% of the annual salary for CEO, the Deputy Managing Director, and the remaining Posti Leadership Team. From the beginning of 2026, the maximum bonus opportunity will be 80% of the annual salary for the CEO and Deputy Managing Director and 60% of the annual salary for other Posti Leadership team members.

Short-term bonus for the President and CEO for 2026 performance is based on Group Adjusted EBIT, 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 EBIT, Net Sales, and Group accident frequency rate (LTA0).

The possible short-term bonus will be paid after the end of the performance period. Payment of the bonus requires an employment relationship valid at the time of payment.

Long-term incentive programs

Posti has long-term incentive programs to promote a long-term performance culture, commit the key employees to the company's long-term strategic targets, align the interests of the shareholders and key employees by creating long-term share ownership, support Posti's long-term value creation and retain key employees.

The long-term incentive plan is intended for annually selected employees in senior management positions. The long-term incentive plans (“LTI”) launched before the Posti Listing have been monetary incentive schemes that are based on the Group’s performance.

The maximum long-term incentive plan remuneration has been 60% of the annual salary. However, in connection with the Listing Posti’s Board has decided, that the maximum incentive plan opportunity under the long-term incentive plans, together with the short-term incentive plan, is 200% of the annual salary. Effective from January 2026 the maximum incentive opportunity of annual base salary at the beginning of the plan will be

• 120% for the CEO,

• 100% for the Deputy Managing Director and

• 60% to 100% for the remaining Leadership Team.

Payment of the incentive requires an employment relationship valid at the time of payment.

Performance share plan (PSP)

In February 2026, the Board of Directors of Posti Group has resolved to launch a Performance Share Program for the Posti's Management and selected Key Employees. The Performance Share Program consists of separate three-year performance periods that commence annually by decision of the Board.

Under each plan, the participants have the opportunity to receive Posti Group’s shares as a reward based on the achievement of the performance targets set by the Board. The shares used for the reward will be acquired from the market or transferred from treasury shares held by the Company. No newly issued shares is to be used for payment under this Plan. The maximum value of the reward is capped at a level predetermined by the Board, irrespective of share price development.

The first Performance Share Plan (PSP 2026–2028) will start at the beginning of 2026 and any rewards will be paid in spring 2029, provided that the performance criteria set by the Board for 2026–2028 are met. The performance criteria for the 2026–2028 performance period are based on absolute Total Shareholder Return (Absolute TSR), cumulative Earnings per Share (Cumulative EPS), and sustainability targets.

The target group for the 2026–2028 performance period includes approximately 41 key employees, including the members of the Leadership Team and the CEO. The maximum number of shares to be paid based on the performance period 2026–2028 corresponds to approximately 544 000 shares (referring to the gross reward from which tax is withheld, and the remaining net amount is paid to the participant in shares).

Long-term incentive plans LTI 2024–2026 and LTI 2025–2027

Posti's previously launched long-term incentive programs have been cash-settled incentive plans based on the Posti Group's performance. Following Posti's Listing, the reward under the incentive programs can also be paid in shares. In February 2026, the Board has decided to convert the rewards for those participants who also participate in the Performance Share Plan 2026–2028 to be paid shares.

The maximum number of shares to be paid based on the performance period 2024–2026 corresponds to approximately 343 000 shares and the maximum number of share rewards to be issued during the performance period 2025–2027 corresponds to approximately 389 000 shares. The potential reward will be paid in Posti Group shares. The reward to be paid represents a gross reward from which tax is withheld, and the remaining net amount is paid to the reward recipient in shares.

Restricted Share Plan

The Board has also resolved to launch a Restricted Share Plan. The plan will be used selectively in special situations, such as recruiting new key employees, retaining key talent, and in connection with acquisitions, when there is a special need for targeted and emphasized retention and motivation. The purpose of the plan is to retain selected key employees at the company, to align the interests of the key employees who are selected in the plan with the interests of the shareholders, and to provide a competitive share-based incentive to complement the total remuneration of these key employees.

The RSP consists of separate three‑year retention periods that commence annually by Board decision. The Board may, during the term of the plan, designate the key employees belonging to the target group and decide their awards. The maximum value of the reward is capped at a level predetermined by the Board, irrespective of share price development.

The Board sets a financial threshold criterion for the plan which must be met in order for the reward to be paid. The potential reward will be paid in Posti Group shares. The reward to be paid represents a gross reward from which tax is withheld, and the remaining net amount is paid to the reward recipient in shares.

The first Restricted Share Plan will commence at the beginning of 2026 and the potential rewards will be paid latest in spring 2029, provided that the threshold criterion set by the Board is met. The maximum number of shares to be paid based on the retention period 2026–2028 corresponds approximately to 54 000 shares (referring to the gross reward from which tax is withheld, and the remaining net amount is paid to the participant in shares).

Other terms and conditions

Posti applies a shareholding recommendation to the President and CEO and to the members of Posti’s Leadership Team. Under the recommendation, President and CEO and each member of the Leadership Team is expected to retain at least half of the shares received under the company's share-based incentive plans until the value of his or her shareholding in the company corresponds to at least to the amount of his or her annual gross salary.

If a key employee’s employment or service with Posti ends before payment of the reward, as a rule they will not be entitled to the reward under the relevant plan. Payment of reward under the Restricted Share Program may be prevented if a minimum financial performance criterion set by the Board has not been achieved.

The Board has an exclusive right to interpret and amend terms of any share-based incentive program.