Remuneration
Principles of remuneration
The objective of Robit’s remuneration policy is, that it should be consistent, result-oriented and rewarding. The consistency and competitiveness of remuneration is ensured by systematic internal and external comparisons, which also takes into account the local market conditions.
Robit’s remuneration model aims to ensure that the fixed part of the salary is set individually and is actively monitored. The objective of the active remuneration model is to ensure that the company is an attractive employer for both current and new key personnel. Clear performance indicators and emphasizing results ensure that rewarding is justified, result-oriented and motivating. Defining the targets for the variable part of the remuneration they should be supporting the implementation of Robit’s strategy and achieving its financial goals. The adoption of long and short-term performance incentives is intended to reward good performance and to promote the company’s financial success and the favourable development of its shareholder value.
The key principle of Robit Plc's remuneration policy is to support Robit Plc's financial success in the long term. Its objective is to ensure the company's and its shareholders' common long-term goals by hiring, committing and encouraging senior management to implement Robit Plc's strategy.
Robit Plc's Board of Directors approves and presents the company's remuneration policy to the Annual General Meeting. Significant changes are discussed by the company's Board of Directors before the remuneration policy is presented to the Annual General Meeting. The Remuneration Policy has been approved by Robit's Annual General Meeting on 3 April 2024 and it is valid until the company's Annual General Meeting 2028.
Remuneration of the Board of Directors add
The remuneration of the Board of Directors is decided by the Annual General Meeting based on a proposal by the Board of Directors. The decision on the remuneration of the members of the Board of Directors is based on the remuneration policy presented to the Annual General Meeting and in force.
Members of the Board are not covered by share-based incentive schemes and do not have pension agreements with the company. Robit Plc’s shares received as remuneration are not subject to any restrictions or ownership obligations imposed by the company.
On 1 April 2026, the Annual General Meeting of Robit Plc decided on the remuneration of the members of the Board of Directors as follows:
- The annual remuneration for the Chair of the Board EUR 60 000
- The annual remuneration for a Board member EUR 30 000.
40 % of the remuneration was paid in shares, and the remaining 60 % was an advance tax withheld and paid to the Finnish Tax Administration by the company. Board members were also paid a meeting fee of EUR 500 per meeting. The meeting fee for a remote meeting of up to one hour was EUR 250 per meeting.
Meeting fees for meetings of the Board and its committees were paid in cash. Compensation for expenses was paid in accordance with the company’s current travel regulations.
Remuneration of the CEO add
The Board of Directors decides on the CEO’s salary, bonuses and other benefits. The CEO has a written CEO’s service contract under which the fixed remuneration is the monthly basic salary, including benefits in kind, in this case full car benefit and mobile phone. In addition, the CEO’s remuneration includes a short-term and long-term variable component and a contributory supplementary pension benefit. In addition to the above, the remuneration package includes employee benefits in accordance with the company’s current policy (e.g., sports and culture benefit and travel, accident and life insurance).
The objectives of the short-term variable compensation scheme are defined by the Board of Directors for each earning period, which were quartiles in 2025. The objectives are based on Robit Plc’s financial and/or other operational objectives such as to promote the company’s business and financial success.
CEO is part of Robit Group’s long-term incentive schemes 2025–2027 and 2026–2028. The long-term incentive programs are structured so that the target-setting year is followed by a three-calendar-year commitment and earning periods. Incentive payments based on the program will be made during the fourth calendar year following the target-setting year, provided that the program’s conditions and objectives have been met.
In 2025, the CEO’s short-term incentive was based on the company’s revenue, financial profitability and safety objectives. The incentive will not be paid if the company breaches any covenants related to the financing agreement during the earning period. The potential incentive amounted to a maximum of five (5) months of cash salary for CEO Arto Halonen and six (6) months of total salary for CEO Mikko Kuusilehto. The Board of Directors assessed the achievement of the targets after the end of the performance period.
During the financial year 2025, salaries, fees and other benefits paid to CEO Arto Halonen totalled EUR 163 000. No short-term incentive was paid for the year 2025. Long-term incentive payments amounted to EUR 14 000.
During the financial year 2025, salaries, fees and other benefits paid to CEO Mikko Kuusilehto totalled EUR 94 000. A short-term incentive for the year 2025 in the amount of EUR 4 000 was paid into the personnel fund.
In addition, a payment of EUR 8 000 relating to the CEO’s voluntary supplementary pension scheme was made both for the former CEO Arto Halonen and for the current CEO Mikko Kuusilehto.
Under the current CEO’s service agreement, the notice period is nine (9) months for the company and six (6) months for the CEO.
Remuneration of the Management Team (Excluding the CEO) add
The Board of Directors, in addition to appointing the CEO, appoints the other members of the Executive Group and decides on the remuneration paid to Executive Group members and on the other terms of their employment contracts.
The Board of Directors makes decisions concerning the management incentive and remuneration scheme based on a proposal from the CEO. The remuneration of Executive Group members consists of a base salary and a performance-based bonus. The performance-based bonus is determined based on the company's performance, the performance of the relevant business area, and other key operational targets. The remuneration paid to Executive Group members in 2025 and 2024 was as follows:
| EUR thousand | 2025 | 2024 |
|---|---|---|
| Salaries and other short-term employee benefits | 671 | 733 |
| Share-based payments | 0 | 7 |
| Total | 671 | 740 |