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The Company observes the following principles in its remuneration: competitiveness, fairness and equality in terms of the level and demands of tasks, and incentivisation, with the aim of guiding the Company’s governing bodies towards the achievement of the strategic objectives of the business. With these principles, Apetit aims to support the alignment of the interests of shareholders, the Company and its personnel, and remuneration is aimed at supporting the Company’s long-term financial success.
The basic principles for the remuneration of the Board of Directors, the Supervisory Board and the CEO and Corporate Management are described in Apetit Plc’s remuneration policy.
Apetit Plc Remuneration Policy
Remuneration Report 2024
Remuneration Report 2023
Remuneration report 2022
Remuneration report 2021
Remuneration report 2020
Remuneration Statement 2019
Remuneration Statement 2018
Remuneration Statement 2017
Remuneration statement 2016
Remuneration statement 2015
Remuneration statement 2014
Remuneration statement 2013
Remuneration statement 2012
Remuneration statement 2011
Remuneration statement 2010
The Board of Directors decides on the remuneration of the CEO as well as the terms of the CEO’s service contract and amendments thereto in accordance with the Remuneration Policy. The overall level of remuneration is compared to the general market level annually. Apetit’s Board of Directors also decides on the principles concerning the remuneration of the CEO, which can also be applied to the remuneration of the rest of the management.
The remuneration of the CEO consists of a fixed remuneration components (monetary salary, fringe benefits and pension benefits) and variable remuneration components (performance-related compensation), and the Board of Directors decides on the proportions of the remuneration components in a way that best supports the Company’s strategic and financial objectives. The remuneration principles described here also apply to the deputy CEO, if any.
In the financial year 2024, the CEO was paid remuneration for his services as follows. Short-term and long-term variable remuneration (performance bonus and share-based commitment and incentive schemes) are included in the reporting in the year when the remuneration is irrevocably earned. Other than that, the figures are presented on an accrual basis.
|
Remuneration paid to the CEO, EUR 1,000 |
Fixed salary |
Pension benefit amount recognised as expense |
Short-term performance related compensation |
Share-based payments |
Total |
Share of variable remuneration |
|
Esa Mäki, CEO |
348 |
35 |
166 |
0 |
550 |
30% |
The remuneration and incentive plans for management are made up of monetary remuneration, fringe and pension benefits, and performance-related compensation, by which the degree of success for the year is measured. The level of these plans as a whole is compared annually with the general market level.
The Board of Directors of Apetit Plc decides, in accordance with the Remuneration policy, on the principles for the remuneration and incentive plans for the CEO and other members of the management. The Board also confirms annually the indicators to be used for the plans and their level in relation to the targets set. The indicators include key figures connected with annual budgets as well as development targets selected on a function-specific basis. The maximum amount of short-term performance-related compensation corresponds to 6 months salary in the case of the CEO, and 4 salary for other management.
In the financial year 2024, the management was paid remuneration for his services as follows. Short-term and long-term variable remuneration (performance bonus and share-based commitment and incentive schemes) are included in the reporting in the year when the remuneration is irrevocably earned. Other than that, the figures are presented on an accrual basis.
|
Remuneration paid to the management, CEO not included EUR 1,000 |
Fixed salary |
Pension benefit amount recognised as expense |
Short-term performance related compensation |
Share-based payments |
Total |
Share of variable remuneration |
|
Management |
654 |
0 |
196 |
0 |
851 |
23% |
