Business
Enea : Remuneration Report (Remuneration Report 2025)
Enea : Remuneration Report (Remuneration Report
About this update from Enea Ab
Enea AB Remuneration Report 2025 Introduction This report describes how the guidelines for remuneration to senior executives of Enea AB ("Enea"), adopted by the Annual General Meeting 2025, were applied during 2025. The report also provides information on remuneration to the Chief Executive Officer. The report has been prepared in accordance with the Swedish Companies Act and the Swedish Corporate Governance Board's Rules on remuneration to senior executives and incentive programs. Further information on remuneration to senior executives is available in Note 4 (Employees and personnel costs) on pages 60-63 of the Annual Report for 2025. Information on the work of the Remuneration Committee during 2025 is set out in the Corporate Governance Report on pages 40-45 of the Annual Report for 2025. Remuneration to the Board of Directors is not covered by this report. Such remuneration is resolved annually by the Annual General Meeting and is disclosed in Note 4 on page 63 of the Annual Report for 2025. Development during 2025 The Chief Executive Officer summarizes Enea's overall performance in his statement on pages 6-7 of the Annual Report for 2025. Enea's Remuneration Guidelines: Scope, Purpose and Deviations A prerequisite for the successful implementation of Enea's business strategy and the safeguarding of its long-term interests, including its sustainability, is that Enea is able to attract, motivate and retain high-performing employees and leaders. This requires that Enea can offer a competitive compensation package. Enea's remuneration guidelines enable the company to offer senior executives a competitive total remuneration. According to the guidelines, remuneration to senior executives shall be market-based and may consist of the following components: base salary, variable remuneration and pension. The variable remuneration shall be linked to financial or non-financial criteria. These may consist of individually tailored quantitative or qualitative targets. The criteria shall be designed to promote Enea's business strategy, long-term interests and sustainability, and thereby contribute to Enea's long-term value creation, for example by having a clear link to the business strategy or by promoting the executive's long-term development. The guidelines are set out on pages 60-62 of the Annual Report for 2025. During 2025, Enea has complied with the applicable remuneration guidelines adopted by the Annual General Meeting. No deviations from the guidelines have been made, and no deviations have been made from the decision- making process that, according to the guidelines, shall be applied to determine remuneration. The auditor's statement regarding Enea's compliance with the guidelines is available at https://www.enea.se/investors/corporate-governance . No remuneration has been reclaimed. In addition to the remuneration covered by the guidelines, Enea's Annual General Meetings may resolve to implement long-term share-based incentive programs. Enea was led until 31 March 2025 by Anders Lidbeck as acting CEO. Remuneration to Anders Lidbeck was paid in the form of a fixed consultancy fee via his own company. On 1 April 2025, Teemu Salmi assumed the position as permanent CEO. Table 1.a - Total remuneration of the acting Chief Executive Officer in 2025 (kSEK) Name (position) Consultancy fee Fixed/Variable Anders Lidbeck (acting CEO) 2 600 100%/0% Table 1.b - Total remuneration of the Chief Executive Officer in 2025 (kSEK)) Fixed compensation Variable compensation Name (position) Base salary 1/ Benefits One year Multi-year Pension 2/ Total Fixed/Variable Teemu Salmi (CEO) 3 277 4 1 010 0 486 4 778 79%/21% 1/ including holiday pay. Application of Performance Criteria The performance criteria for the Chief Executive Officer's variable remuneration have been selected to support the execution of Enea's strategy and to encourage behavior that is in Enea's long-term interest. In determining the performance criteria, the strategic objectives as well as the short- and long-term business priorities for 2025 have been taken into account. Table 2 - The Chief Executive Officer's performance during the financial year: variable remuneration Namn (position) Replacement component Relative weighting Measured performance Compensation outcome Teemu Salmi (outcome 9 months) EBITDA Group 50% 291 013 SEK 610 564 SEK Revenue Group 25% 888 991 SEK 298 258 SEK Individual objectives ) 25% 116% 438 480 SEK 1/Specific customer and product sales objectives. Comparative information regarding changes in remuneration and Enea's performance Table 3 - Changes in remuneration and Enea's performance over the past five financial years (kSEK) 2025 2024 2023 2022 2021 Compensation CEO 4 778 9 months 3 339 6 months Compensation acting CEO 1 / 2 004 5 395 2 340 Total Compensation CEO 6 782 +1 387 (+25,7%) 5 395 -284 (-5,0%) 5 679 -1 585 (-21,8%) 7 264 +1 539 (+26,9%) 5 725 +577 (+11,2%) Group operating profit 113 628 -8736 (-7%) 122 364 +621 834 (N/A) -499 470 -617 573(-522%) 118 103 -97 860(-45,3%) 215 963 +27 360(+14,5%) Compensation per average FTE 2/ 522 +32(+6,1%) 490 +17 (+3,6%) 473 -86 (-15,4%) 559 +82 (+17,2%) 477 +9 (+1,9%) 1/ The consulting fee to the acting CEO is converted to comparable remuneration to an employed CEO 2/ Remuneration per average FTE (Full-time equivalent), based on the average remuneration of the number of employees in the parent company (excluding members of the Group Executive Management). Solna, March 2026 Enea AB (publ) Board of Directors Remuneration Report 2025 enea.com