You are using an old version of your web browser.

Please note that the website might not function correctly using an outdated browser. We recommend updating your browser or using another one.


Sampo Group’s remuneration strategy is responsible towards employees and shareholders. This means that the long-term financial stability and value creation of the Group guide the remuneration design.

The starting point of any compensation mechanism is to encourage and stimulate employees at all levels to do their best and surpass their targets. At the same time, compensation mechanisms shall neither entice nor encourage employees to excessive or unwanted risk taking. Risk sensitive but fair and rewarding compensation mechanisms enhance the Group’s ability to create stake- and shareholder value.

The different forms of remuneration used in the Group are fixed and variable compensation as well as pension and other benefits.

More information on the forms of remuneration

Sampo Group Remuneration 2012-2016

Sampo Group Remuneration Principles

The Board of Directors has established the Sampo Group Remuneration Principles, which apply to all Sampo Group companies. The Remuneration Principles are part of the Group’s governance framework and describe the remuneration structure and the principles used in setting up remuneration systems within the Group.

Sampo Group Remuneration Principles (PDF)

Sampo Group Remuneration Statement

Sampo Group Remuneration Statement

Back to top
Updated 03/21/2017