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Long-term incentive schemes are used to commit key employees to Sampo Group for a longer period. The schemes are designed to also align participants' interests with those of the shareholders by linking the payout of the schemes to key performance criteria and, if applicable, to the positive development of the company's share price. An invitation to participate in a long-term incentive scheme is a strong recognition for successful performance.
In Sampo Group, key employees are entitled to the following long-term incentive schemes based on financial instruments of Sampo plc.
Terms and Conditions of the Long-term Incentive Schemes
|Allocated incentive units (pcs)||1,292,025||59,500||3,826,500||220,000|
|of which to Group Executive Committee members*||389,200||0||1,180,000||0|
|of which to Group CEO*||122,500||0||350,000||0|
|Starting price (EUR)||43.81||44.10||32.94||43.49|
|Dividend adjusted starting price (EUR)||34.59||37.48||31.24||43.49|
|Theoretical market value (EURm)**||11.6||0.44||39.8||1.3|
* Figures represent the unused part of the allocation.
** Calculation based on Black & Scholes model. Insurance margin and return on capital at risk criteria assumed to be fulfilled 100 per cent.
In Topdanmark Group, key employees are entitled to share option schemes. The options are granted at the beginning of a financial year entitling the key employees to buy or subscribe for shares in Topdanmark. The strike price is fixed at 110% of the market price of Topdanmark's share on the last trading date in the prior financial year (average of all trades). The options can be exercised during 3-5 years subsequent to the granting. The value of the options is calculated based on the Black & Scholes model. The options are covered by Topdanmark's holding of own shares.