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Sampo Group's remuneration strategy is responsible towards employees and shareholders. This means that the long-term financial stability and value creation of Sampo Group guide the remuneration design.
The starting point of any compensation mechanism is to encourage and stimulate employees to do their best and surpass their targets. However, compensation mechanisms shall not generate conflicts of interest and shall not entice or encourage employees to excessive or unwanted risk-taking. Risk sensitive but fair and rewarding compensation mechanisms enhance Sampo Group's ability to create stake- and shareholder value.
The different forms of remuneration used in Sampo Group are fixed and variable compensation as well as pension and other benefits.
The Board of Directors has established the Sampo Group Remuneration Principles, which apply to all Sampo Group companies. The Remuneration Principles are part of Sampo Group's internal governance framework and describe the remuneration structure and the principles for setting up remuneration systems in Sampo Group.
Sampo Group Remuneration Principles (PDF)