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Short-Term Incentives

Short-term incentives are based on the individual employee's contribution to the company's profitability and on individual performance. The performance criteria and contribution assessment are generally based on an individual performance analysis combined with relevant business unit and/or business area performance as well as with the overall result of the company, the division and/or Sampo Group.

In Sampo plc, all employees participate in an annual short-term incentive program where the maximum payout corresponds to 1-12 months' fixed salary. The program is triggered by the net profit of Sampo plc. The program includes a personnel fund element. In addition, discretionary one-time cash payments may be used to reward for exceptionally good performance.

In If Group, the majority of the employees participate in an annual profit sharing program with a fixed maximum payout. Managers and key specialists participate in an annual short-term incentive program where the maximum payout is 10-100 per cent of the annual fixed salary. Both programs are triggered by the net profit of If Group. Sales personnel may participate in annual sales incentive programs, which are capped at a maximum amount. In addition, discretionary one-time cash payments may be used to reward for exceptionally good performance.

In Mandatum Life Group, the majority of the employees participate in an annual short-term incentive program where the maximum payout corresponds to 1-12 months' fixed salary. The program is triggered by the net profit of Mandatum Life Group. The program comprises a group pension plan and a personnel fund element. Employees in Wealth Management have a sales provision system similar to a collectively agreed sales commission system. In addition, discretionary one-time cash payments may be used to reward for exceptionally good performance.

In Topdanmark Group, discretionary one-time cash payments may be used to reward for exceptionally good performance.

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Updated 03/13/2018