Scope and purpose
The Board of Directors of Alnair AB (the "Company") has adopted this compensation policy. The policy remains in effect until a new policy is adopted by the Board and is reviewed annually. The policy applies to all personnel.
Structure of compensation
Compensation to employees of Alnair AB consists of a fixed salary with the possibility of variable compensation. Fixed compensation is the primary component; variable compensation is secondary and not something employees can rely upon as a given. The compensation structure is designed to enable the Company to recruit and retain competent personnel without encouraging unnecessary risk-taking.
The Board has determined that the ratio of variable to fixed compensation is capped such that variable compensation may not exceed 100% of total fixed compensation.
The Board decides on the award and level of any variable compensation.
Risk analysis
In accordance with this policy, the CEO is required to conduct a risk analysis to assess and identify whether any employees hold positions that have a material impact on the Company's risk profile, or carry responsibility for control functions.
The compliance function reviews, where appropriate, whether the Company's compensation arrangements are consistent with this policy.
Variable compensation — conditions and allocation
Variable compensation may only be awarded if Alnair AB reports a positive result for the relevant period. All employees are eligible for variable compensation. The level of variable compensation is based on individual performance and the ability to meet clearly defined objectives. The CEO and Board decide jointly on the allocation of variable compensation.
For employees whose roles have a material impact on the Company's risk profile, variable compensation is based on both individual performance and the Company's overall results. For employees in control functions, any variable compensation must be based on objectives and performance that are independent of the results of the business areas they oversee.
Deferral and forfeiture of variable compensation
Both fixed and variable compensation for employees with a material impact on the Company's risk profile is determined by the Board. For such employees, variable compensation is structured as follows: 50% is paid in the first year, and the remaining 50% is deferred and paid in equal instalments over a period of three to five years. Variable compensation may, in applicable circumstances, be subject to forfeiture.
Variable compensation paid
No variable compensation was awarded for the financial year 2025. Deferred payments from variable compensation awarded in prior financial years are disclosed in the Company's annual reports for the respective years.